From April 2017 all organisations employing over 250 people are required to report on their gender pay gap. The information is published on the gov.uk
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:
Our Mean gender pay gap is 4.16%
- 46% of our colleagues are male
- 54% of our colleagues are female
The pay gap for women’s mean hourly rate
of pay was 4.16%
which has seen a slight decrease of 0.08%
compared to the year before.
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
Whilst the median gender pay gap
has decreased by 3.89% the overall gap remains in favour of women by 1.12%.
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 2020). 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% - 55% men and 45% women
- The upper middle quartile – the next 25% - 37% men and 63% women
- The lower middle quartile – the next 25% - 41% men and 59% women
- The lower quartile - the lowest paid 25% - 51% men and 49% 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 2020.
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 relates to non-consolidated payments. In the 12 months to April 2021. There were 135 bonuses awarded in total: 69 women and 66 men.
111 of these bonuses were awarded to staff awarded to staff working within the Operations Directorate. 54% of these bonuses were awarded to women who worked in Care and Support, where overall there is a higher percentage of women support workers than men.
These bonuses were awarded to all frontline workers who worked on-site throughout the pandemic during 2020/21.
Bonuses awarded within the Operations Directorate were predominantly paid out based on a flat rate and not on a percentage of the salaries received by staff at the time.
- Women’s mean bonus pay was 175% greater than men’s – the gap increased by 131% in favour of women.
- Women’s median bonus pay was 113% greater than men’s – the gap increased by 73% in favour of men.
What action are we taking on our gender pay gap?
- The proportion of male employees receiving bonus pay was 49.25%.
- The proportion of females receiving bonus pay was 43.67%, this has seen a decrease in the gap by 40.77%
- The Mean Bonus Pay Gap has decreased by 152% since last year, however, it is still 22.71% more favourable towards women
- There is no differential in the median bonus pay even though the gap reduced by 113%.
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 2021 are:
- Mean Pay Gap: 14.9%
- Median Pay Gap: 15.4%
All staff are paid the rate for the job role regardless of gender.