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Gender Pay: Good progress but work still to be done

Posted on: 19/03/2018

If we’re going to fulfil our ambition – to be trusted and valued by the millions of people we serve every day - it’s important that we reflect the communities we serve across Wales and the south west of England.

Like all large companies, we now have to report on the differences in average pay and average bonus between our male and female colleagues. Click here to read the report. 

We’re proud that our mean gender pay gap is significantly lower than the national mean gender pay gap, thanks to our structured, grade-based approach to pay which we have developed around clear job profiles. Our median gender pay gap is -4%, driven by the number of women we have in middle management roles.

Despite our industry traditionally being perceived as a male dominated one, we’ve made good progress in promoting diversity. We’ve developed apprentice and graduate recruitment campaigns directly targeted at women - and have created an array of generous family friendly policies, including being the first gas network with a carer’s policy.

Our values-based company culture is really important to us, and where possible, we now recruit based on our business values rather than just academic qualifications. We strongly believe that if you do things the right way, we can teach you all you need to know. Making sure that we are inclusive and ethical in our approach to business and colleague development is top of our agenda. All colleagues should feel like they are able to make the most of their potential, whatever their gender, age, race, disability or sexual orientation.

So while we’re proud of the progress we’ve made since we started operations in 2005, we know there is more we can do. As a leadership team, we’re committed to making sure that all colleagues meet their potential and continue to make Wales & West Utilities a great place to work.

Sarah

 

Author profile

Sarah Hopkins

Wales & West Utilities People & Engagement Director