At NGN we are absolutely committed to building a diverse and inclusive workforce where colleagues feel that they can make the most of their potential regardless of their age, disability, sexuality, background or gender. To find out more read the full Gender Pay Report.
We have clear and evaluated role profiles and a well-established pay mechanism, so what a colleague earns is based on the work they do and is in no way affected by their gender.
The gender pay gap is the percentage difference between average hourly earnings for men and women. Our gender pay gap is 14.55%, which is below the national mean gender pay gap of 18.1% (of those companies that have already published their data). Our median pay gap is 16.2%.
But why is there a gap at all? This is largely due to the proportion of males and females in our workforce – which is 80% male and we also have more males in more senior roles overall.
We know that there’s a shortage of female students progressing into STEM (Science, Technology, Engineering and Maths) subjects at school and into careers which then follow, and this is true in our organisation too where we have fewer women in professional engineering and STEM roles at all levels. However, it’s pleasing to see that in the top quartile of pay at NGN, women represent 20% of colleagues.
Although our industry is traditionally perceived as a male dominated one, we are taking a range of actions to try and close the gender gap. Much work is being done through school engagement to attract more women into our organisation, including careers events, employer workshops and careers advice. We also have generous family friendly policies including paid keeping in touch days, six months full maternity pay, and a flexible working policy to encourage more women to join NGN and stay with us.
We are committed to making sure that all colleagues meet their potential and continue to make Northern Gas Networks a great place to work.