Recruitment

For recruitment within FY 2021/22, the percentage of women hired exceeded the percentage who applied, with 33% of recruits being women out of an applicant pool made up of 25% of women, shown in Figure 16.

The picture for part time recruitment is less positive, with 2.6% of new recruits joining the business as part time workers (compared to 10% within the business). The difference is particularly pronounced for women where only 4.5% of recruits were part time, compared to 20.5% of women in the business. This highlights a need to further promote access to part time roles.

Those applied and recruited into STEM and non-STEM business areas are shown in Figure 17 and Figure 18 respectively. In both areas, the percentage of women recruited exceeds the percentage who applied.

However, for non-STEM roles 40% applied compared to 54% recruited whereas 22% of STEM applicants were women, compared to 25% recruited.

As both areas had less than equal numbers of women and men applicants, to improve the overall number of women in the business and ensure and maintain representation in all areas and at all levels, work needs to continue to attract women to join NNL. This is particularly evident for STEM roles.

It can be seen in Figure 19, that there is a slight tendency for lower percentages of women to be recruited at high pay bands which can lead to a greater gender pay gap as the proportion of men in higher paying bands remains high.

As this report focuses on binary gender, applications where gender was not provided (either by leaving blank or choosing ‘prefer not to say’), or where candidates selected ‘other’, were not included in these numbers. This only affects a small number of applications.