Pay Data

It can be seen in Figure 9 that the percentage of women in each quartile decreases, as the quartile increases (corresponding to higher paid roles within the business), and the only quartile in which the 40% Nuclear Sector Deal target is met is quartile 1, the lowest paying quartile. This supports the idea that a source of the gender pay gap is due to a smaller proportion of women being in senior roles, compared to men.

Whereas, women exceed men in the lower two quartiles for non-STEM roles, and are underrepresented in the two highest paid quartiles. This indicates that the gender pay gap is caused by the distribution of women within the different pay quartiles in both STEM and non-STEM roles.

Figure 11 shows the distribution of hourly pay for both men and women. The boxes show the range of pay from the first quartile (25% point in the data) to the third quartile (75% point in the data), with the dark lines within the boxes representing the median values. The extent of the ‘whiskers’ show the full range of hourly pay for women and men respectively. Men, on average, have a greater hourly pay, as supported by the data that shows the proportion of men is greater in the higher quartiles. Furthermore, whilst the lower limit for men and women are the same, the upper limit for men is higher, indicating that there are a small number of highly paid roles, only held by men, further increasing the mean gender pay gap.

From Figure 12, it can be seen that the percentage of women has increased in quartiles 1, 2 and 4 from the previous year. However, only the lower two quartiles show a consistent trend moving towards more equal representation of men and women. It is hoped that as the women in these lower quartiles progress through the business this will impact the higher quartiles. However, this will be dependant on more senior roles being available in the different business areas (or on flexibility to move between business areas as employees progress).