Sellafield Ltd Gender Pay Gap Report 2018
Data on the difference in employees’ average earnings from April 2017 to March 2018.
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The 2018 results for Sellafield Ltd show a slight narrowing of the gender pay gap as follows:
- The mean gender pay gap: 13.7% (14.3% in 2017)
- The median gender pay gap: 11.4% (11.7% in 2017)
- The mean gender bonus gap: 13.7% (14.6% in 2017)
- The median gender bonus gap: 0% (0% in 2017)
- The proportions of each gender who received a bonus: 99.9% male and 99.99% female (98.03% male and 97.84% female in 2017)
The proportions of men and women in each pay quartile:
- Upper: 86% male, 14% female (86/14 in 2017)
- Upper middle: 83% male, 17% female (83/17 in 2017)
- Lower middle: 75% male, 25% female (75/25 in 2017)
- Lower: 54% male, 46% female (55/45 in 2017)
As with the majority of organisations 2017 was the first year that the gender pay gap had been calculated for Sellafield Ltd and we viewed our results as a baseline for improvement. Our first priority has been to understand the reasons for our pay gap.
Having examined a number of factors our analysis confirms that the issue that is having the greatest impact on our gender pay gap is female progression and promotion. As a result we are working on a number of interventions to adjust our internal promotion and progression practices. These will be applied in early 2019/20 and closely monitored.
We will also continue the work we are doing with schools and educational institutions to ensure we are making a positive social impact in our communities. This includes our proud record of employing female graduates and apprentices and our continual work to promote the opportunities arising from the study of STEM subjects.
The NDA has published a report which covers their entire estate