Gender Pay Gap

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 website.

Our gender pay gap shows the difference between the average pay of all women and the average pay of all men in an organisation, irrespective of the work they do. As a result, it’s affected by how the workforce is made up, including the numbers of men and women in different types of jobs and at different levels of seniority.

This is important to Origin as we are committed to diversity.

As at 5 April 2023 Origin had a headcount of 294 employees.
 
165 - Female employees – 56%
129 - Male employees – 44%

Since the last report the headcount has decreased by 10%. The number of Male employees has increased by  5%  in contrast to the number of Females which has decreased by 5%. 
 
The data in the overall report indicates that the mean hourly rate of pay for women was 4.82% below the mean hourly rate for men, closing the gap by 8.18%  compared to the year before, which saw the pay gap widen by 8.4%.

The median hourly rate of pay for women was 6.4% lower than for men, closing the gap by 1.52% since the year before. This sees a positive move towards women. According to the Office of National Statistics, for all workers (full- and part-time), the UK’s median gender pay gap in 2023 was 14.3% in favour of men (down 0.1% from 14.4% in 2022).
 
More women being recruited into lower paid roles and more men being recruited into higher paid roles appear to be the leading factors in the median gender pay gap increase for the year to April 2023.

The data for the pay quartiles shows a 12%  increase to 58% in the proportion of women in the top quartile compared to the year before where the percentage was 46%.

For the year April 2022- April 2023 there were 60 leavers of which 57% were women, this may be the reason why we have seen a decrease of women working in the lower 3 quartiles. For the r upper middle quartile there was a decrease of 11% whereas the bottom quartile saw a decrease of 19%.
 

• The proportion of male employees receiving bonus pay was 45%. – increase of 5% from April 2022
• The proportion of females receiving bonus pay was 54% - decrease of 6% from April 2022

The Mean Bonus Pay Gap stands at 6.48% in favour of men, this has seen a decrease of 20.52% which is a positive step towards closing the gender pay gap in favour of women.

In recognition of everyone’s hard work all employees with contracted hours of 37 hours received a special bonus of £200 in their December 2022 pay (this was prorated for part time staff).

As the bonus pay was set at £200, this has balanced out the median bonus pay gap for April 2023, which is not applicable for this financial period.