From April 2017 all organisations employing over 250 people are required to report on their gender pay gap. The information is published on the website.

The gender pay gap looks at the difference in the average pay of men and women in an organization. This is important to Origin as we are committed to diversity.
Here at Origin:     
  • 46% of our colleagues are male
  • 54% of our colleagues are female
Our Mean gender pay gap is 4.08%

The pay gap for women’s mean hourly rate of pay was 4.08% which has seen an improvement of 1% compared to the year before.  
When comparing mean hourly rates, women earn just under 96p for every £1 that men earn. 
The mean is our average pay. This is calculated by adding up all of our salaries and then dividing by the number of colleagues. Origin’s mean gender pay gap is low and considerably less than the national gender pay gap. The mean UK gender pay gap in 2020 was 14.6%.
Our Median gender pay gap is 5.01%

The median gender pay gap has seen an improvement of almost 3.5% in favour of women, where overall gap is now 5% more favourable than men.

When comparing median hourly rates, women earn £1.05 for every £1 that men earn.
The median is the middle value in our pay. This value is calculated by organising all of our salaries in order and picking the middle number.


Our pay bands


Origin has 46% male and 54% female colleagues (the same split as in 2019). They are spread across the pay bands, which for our reporting are split across four quartiles: this is where all the salaries – men and women – are sorted by size and divided into equal quarters.  Origin has to publish the percentage of men and women in each quarter:
  • The upper quartile - the highest paid 25% - 52% men and 48% women
  • The upper middle quartile – the next 25% - 35% men and 65% women
  • The lower middle quartile – the next 25% - 44% men and 56% women
  • The lower quartile -   the lowest paid 25% - 50% men and 50% women
Whilst this shows we have more men in the highest upper quartile, overall, the gender pay differentials per pay quartile has harmonised across the board in favour of women this year in comparison to 2019. We have seen a 6 percent gain for women in the upper quartile and a 4% gain for women in the lower middle quartile.
Explaining our pay

Origin has a good track record of having a balance of male and female colleagues at a senior level.
The slightly higher percentage of men we have in the top quarter of salaries is partly due to some of our more technical teams having more male colleagues than female colleagues.
Across the other three quartiles we employ more women than men.
Bonus pay

Bonus pay relates to non-consolidated payments. In the 12 months to April 2020 all staff achieving in full or exceeding received an unconsolidated bonus payment. There were only 14 in total; 10 women and 4 men, 8 of the women worked in the Housing Services Team where there was a much higher percentage of women who worked there at the time. It is for this reason the Bonus Pay Gap is skewed in favour of women.
April 2019
  • Women’s mean bonus pay was 43.90% lower than men’s
  • Women’s median bonus pay was 39.60% lower than men’s
April 2020
  • Women’s mean bonus pay was 175% greater than men’s – the gap has increased by 131% in favour of women.
  • Women’s median bonus pay was 113% greater than men’s – the gap has increased by 73% in favour of women.
What action are we taking on our gender pay gap?

Origin continues to have a good balance of male and female colleagues at a senior level.  Across the lower three quartiles we continue to employ more women than men.

Origin’s figures for both the mean and median pay gaps remain very healthy compared to the UK National Averages. The national averages for 2020 are:
  • Mean Pay Gap:    14.6%
  • Median Pay Gap: 15.5%
All staff are paid the rate for the job role regardless of gender. With pay awards applied to both staff and the recent Market Pay Review (April 2020), length of service and other factors do not impact pay levels as they previously may have.