Progress so far and further plans to close our gender pay gap

• We continue to make progress against our 2020 Equality, Diversity and Inclusion (ED&I) strategy.
• We are advertising our vacancies more diversely to raise our profile more widely.
• We have launched a career pathway platform to make career progression and development opportunities more visible to all.
• We have set up the collection of ED&I demographic data for all applicants to NNL as part of the application process as well as all employees on a voluntary basis.
• We have included our people at the heart of NNL’s published Strategic Plan because we recognise the importance of fairness, diversity and inclusion in welcoming, supporting, developing and empowering all our people. This in turn enables our organisation to deliver on our technical aspirations and wider societal value by providing a solid, healthy, vibrant platform to continue to grow from. We believe that openness will be instrumental in attracting and developing a diverse workforce so we have published the details of our ED&I approach in our ED&I strategy, providing updates via this report.

This will be maintained, and improved, continuously at NNL.

• We are seeing a slow increase in the percentage of woman in the business but, at this current rate, the improved percentage of women recruited is still below the target of 40% and is diluted by the wider NNL population. Therefore, reaching 40% women by 2030 remains a challenge. We are committed to increasing gender balance across NNL in an organic and sustainable way which means ensuring we attract a diverse pool of applicants, that our recruitment processes are fair and that all our staff feel valued enough to stay and progress their careers with NNL. This means that, long term, we will continue to move towards a more gender-balanced workforce
• We now have a well-established job evaluation process which is overseen by our HR expert in the area and trade union representatives to ensure confidence in the process.
• We are working with the Women in Nuclear MAP (Measure, Analyse, Plan) tool to understand how our gender pay gap might change in future based on scenario modelling by considering a number of possible changes NNL might see in future, e.g. recruitment, promotion, etc.

NNL recognises that at the current pace of change, this is a challenging target for us to achieve, but we remain committed to making progress towards it.

• The behavioural element of our new leadership programme is being piloted.
• Our career pathway tool has been launched for the most challenging subject areas (i.e. technical and engineering roles) for gender diversity and is now being socialised through the business. Career pathways for other professions are under development.
• A new career hub has been created to promote fair access to opportunities.
• We are reviewing how we build capability to ensure that we make the process as objective and transparent as possible so that it is - and feels - inclusive for all.

NNL is set to achieve this target.

• We have enhanced our apprentice offering, recruiting a record number of apprentices in September 2021.
• Of all apprentices on our programme at NNL, 42% are women.

NNL aims to achieve this target by 2025.