Sellafield Ltd Pay Gap Report 2022
Published 28 March 2023
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1. Declaration
The data for this publication is based on the April 2022 payroll, and payroll data for the period 06 April 2021 to 05 April 2022.
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
This year, the mean gender pay gap has fallen again, to its lowest level since reporting began, and the distribution of females across each of the pay quartiles shows positive movement.
The data for this year and previous years is as follows:
| 2018 | 2019 | 2020 | 2021 | 2022 | |
|---|---|---|---|---|---|
| Mean gender pay gap | 13.71% | 13.26% | 13.61% | 12.661% | 12.28% |
| Median gender pay gap | 11.38% | 11.52% | 11.52% | 11.22% | 11.32% |
| Mean gender bonus gap | 13.70% | 16.45% | 19.95% | 14.67% | 13.57% |
| Median gender bonus gap | 0% | 0% | 0% | 0% | 0% |
| Proportion of each gender receiving bonus | 99.9% both genders | 98.4% male 98.3% female | 96.9% male and 95.5% female | 97.0% male and 95.2% female | 94.7% male and 92.6% female |
| Gender as proportion of pay quartiles: | 2018 male | 2018 female | 2019 male | 2019 female | 2020 male | 2020 female | 2021 male | 2021 female | 2022 male | 2022 female |
| Upper | 86% | 14% | 85% | 15% | 84% | 16% | 84% | 16% | 82% | 18% |
| Upper middle | 83% | 17% | 82% | 18% | 82% | 18% | 81% | 19% | 80% | 20% |
| Lower middle | 75% | 25% | 74% | 26% | 71% | 29% | 71% | 29% | 68% | 32% |
| Lower | 54% | 46% | 54% | 46% | 54% | 46% | 54% | 46% | 55% | 45% |
| Total distribution | 74% | 26% | 74% | 26% | 73% | 27% | 72% | 28% | 71% | 29% |
Sellafield Ltd has a constant focus on gender equality, covering all aspects of the employee life cycle.
The Sellafield Ltd Executive Committee has sponsored a Gender Balance Improvement Plan which aims to embed a positive change in gender balance and meet the Nuclear Sector Deal target of 40% women in nuclear by 2030.
Our recruitment is dominated by apprentices and graduates, and in 2022/23 so far, 36% of our recruitment intake has been female.