Promotion
To evaluate promotion in the business, the length of service of employees at their current pay step was considered.
This indicates the percentage of employees who have recently progressed within their career and those who have been at the same pay step without promotion for an extended period.
In this scenario, both pay rises within a band and movement between bands is considered as a promotion as it shows the number of years since an employee last received any form of pay increase by moving up a step on the pay scale (but does not including company-wide increases occurring each financial year).
Employees who were recruited in FY 2021/22 were not included in the Length Of Service (LOS) at current pay analysis, as it is uncommon for an employee to be promoted within the first year of employment. Therefore, including recent recruits would skew the data making it appear to show more frequent promotions. Those that were employed by NNL over a year ago but are yet to receive a promotion were included.
Figure 20 shows the length of service of all employees at their current pay grade. Figure 21 and Figure 22 show this for only full time and part time employees respectively.
LOS at current pay
Full time LOS at current pay
Figure 20
Figure 21
Part time LOS at current pay
Normalised part time LOS at current pay
Figure 22
Figure 23
Normalised part time LOS in Figure 23 considers the number of years equivalent to full time that a part time employee has been employed. For example, if a part time employee was to work 80% FTE (full time equivalent) and had been at their current pay step for 5 years, this would be equivalent to 4 years’ full time employment, and so would be shown on the normalised graph as LOS at current pay being 4 years.
On all graphs there was a similar pattern seen for both men and women, however a greater percentage of women had received a promotion in the last few years. This may be due to a greater percentage of women being in the lower quartiles, with more frequent opportunities for progression, whereas an employee may be more likely to stay at the same level for an extended time in a more senior role.
It can also be seen that part time working does not appear to have a negative impact on promotion prospects.
The analysis in Figure 24 looked only at promotion between bands, rather than moving between pay steps within a band. The percentage of women promoted from each band is compared to the percentage of women within each band.
Those on personal contracts or other contract types that did not follow the defined pay grades were not included in this, but those promoted from one of the above bands were included, for example, promotion from a 3A to a personal contract.
It would be expected that the gender of employees promoted would represent the gender of those that are within the band. However, it can be seen that this varies between the bands, with promotions from band 5B being entirely women, and promotions from 4C being disproportionately more men.
Analysis of the band by business area may improve understanding of the reason behind all promotions from band 5B being women.
4C is the band with the biggest difference between the percentage of women in the band and those that are promoted. This could indicate a barrier to women moving into more senior positions, particularly as the 4C band has the second highest proportion of women of all bands and 50% of recruits into this band were women. However, as this band has a higher proportion of women recruited, compared to higher bands, this could potentially contribute to a smaller percentage of women being promoted. If the women in the band are primarily newly recruited into the role, it is likely to require more time before these women meet the requirements for promotion.
Promotions
