Sellafield Ltd Pay Gap Report 2021
Published 28 March 2022
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1. Declaration
The data for this publication is based on the April 2020 payroll, and payroll data for the period 06 April 2020 to 05 April 2021.
I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Gaenor Prest, Chief People Officer, Sellafield Ltd
2. Sellafield Ltd Gender Pay Gap Results
The most significant change for 2021 is the reduction in the mean and median gender pay gaps, to the lowest level since we began reporting.
Compared to 2020, 3 of the 6 gender pay gap measures show an improvement, and 3 have remained static. The data for prior years is also included to show the longer-term trend:
| 2017 | 2018 | 2019 | 2020 | 2021 | |
|---|---|---|---|---|---|
| Mean gender pay gap | 14.30% | 13.71% | 13.26% | 13.61% | 12.66% |
| Median gender pay gap | 11.70% | 11.38% | 11.52% | 11.52% | 11.22% |
| Mean gender bonus gap | 14.60% | 13.70% | 16.45% | 19.95% | 14.67% |
| Median gender bonus gap | 0% | 0% | 0% | 0% | 0% |
| Proportion of each gender receiving bonus | 98.03% male and 97.84% female | 99.9% both genders | 98.4% male and 98.3% female | 96.9% male and 95.5% female | 97% male and 95.2% female |
| Gender as proportion of pay quartiles: | 2017 male | 2017 female | 2018 male | 2018 female | 2019 male | 2019 female | 2020 male | 2020 female | 2021 male | 2021 female |
| Upper | 86% | 14% | 86% | 14% | 85% | 15% | 84% | 16% | 84% | 16% |
| Upper middle | 83% | 17% | 83% | 17% | 82% | 18% | 82% | 18% | 81% | 19% |
| Lower middle | 75% | 25% | 75% | 25% | 74% | 26% | 71% | 29% | 71% | 29% |
| Lower | 55% | 45% | 54% | 46% | 54% | 46% | 54% | 46% | 54% | 46% |
| Total distribution | 75% | 25% | 74% | 26% | 74% | 26% | 73% | 27% | 72% | 26% |
Our analysis shows that the issue which is having the greatest impact on Sellafield Ltd’s gender pay gap is female progression/promotion.
Sellafield Ltd is an organisation which is reliant on science, engineering, science and engineering (STEM) skills, and traditionally these fields have been dominated by males.
This, together with our relatively low levels of staff turnover (c.4.8% leavers in the last 12 months) and long lengths of service (c.34% of staff have been employed for over 20 years) means that progression opportunities for female staff are constrained.
However, we are proactively working to attract a more diverse range of employees. As an example, our recruitment is dominated by trainees, and in 2021/22 so far, 31% of our apprentice and graduate intake is female.