Insights Seetec latest gender pay gap report
29 March 2019

Seetec latest gender pay gap report

Pay Gap Report

Seetec latest gender pay gap report

Seetec is committed to the principle of equal opportunities and equal treatment for all employees.  As required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 we have calculated our gender pay gap using the required analysis to show the difference between the average earnings of men and women across our business.

Gender pay gap reporting is not to be confused with equal pay: as an organisation Seetec has always been committed to ensuring we do not pay men and women differently for doing the same or equivalent work.  The gender pay gap is as a result of the roles which men and women are employed in and the salaries these roles attract.

Mean and median pay gaps

Our report illustrates a mean gender pay gap of 20.23% and a median gap of 11.48%. These figures are representative of an employee base where 41.8% are male and 58.2% are female.  The median remains consistent with the national average of the approximate 1,500 reports submitted to date.

Mean Pay Gap 20.23%
Median Pay Gap 11.48%

Proportion of male and female employees according to quartile pay bands
Quartile Band Male Female
Upper Quartile 58.95% 41.05%
Upper Middle 46.88% 53.12%
Lower Middle 36.46% 63.54%
Lower Quartile 25.26% 74.74%

Minimising our gender pay gap

We continue to take a proactive apporach to minimising our gender pay gap through:

  • Structured interviews and skilled based assessments used in recruitment decisions to ensure no unfair bias.
  • Transparent pay and reward processes based on performance.
  • Mobile and flexible working arrangements.
  • A structured talent programme .
  • Equal opportuntiy to access traning interventions and internal apprenticeship schemes.

Additional steps

However, we are committed to improving our position. We recognise that although we consistently have a good balance of male and females in the workforce, last year’s report identified a gender imbalance in more senior roles. With this is mind, next year we will introduce unconscious bias training across the organisation, continue to focus on hiring more women in senior roles, promote more women, and retain more women in the workforce to address this imbalance and to reduce our gender pay gap further.

55% of group executive directors are women

We have made some positive steps towards this. For example, 55% of our director posts at group executive board are now held by women. We acknowledge that the majority of our lower quartile roles are held by women and over the next year we will review our minimum pay levels as part of our strategy to reduce the gap further.