Origin's 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.
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
- 46% of our colleagues are male
- 54% of our colleagues are female
This is an increase of 0.58% on our April 2018 figure. The mean average hourly rate for women is 5.08% lower than for men - in other words, when comparing mean hourly rates, women earn just under 95p
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 2019 was 17.4%.
Our Median gender pay gap is
This is an increase of 1.28% on our April 2018 figure. When comparing median hourly rates, women earn £1.02
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 2018). 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% - 58% men and 42% women
- The upper middle quartile – the next 25% - 32% men and 68% women
- The lower middle quartile – the next 25% - 48% men and 52% women
- The lower quartile - the lowest paid 25% - 46% men and 54% women
This shows we have more men in the highest paid quartile of jobs and more women in the lowest paid 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 relates to non-consolidated payments. In the 12 months to April 2018 all staff achieving in full or exceeding received an unconsolidated bonus payment. In the 12 months to April 2019 all staff achieving in full or exceeding, except Care and Support, received a salary increase as opposed to a bonus. For these reasons the general number of bonuses paid in that period are low. The pay award is made in the July of each year, with the award having been settled at the end of the previous financial year.
- Women’s mean bonus pay was 21.6% lower than men’s.
- Women’s median bonus pay was 11.31% lower than men’s.
- Women’s mean bonus pay was 43.90% lower than men’s
- Women’s median bonus pay was 39.60% lower than men’s
The bonus pay gap has increased significantly, even though a higher proportion of women received a bonus payment this year. The reason for the gap is mainly due to a large number of these bonuses relating to women who worked part-time and were also in the lower quartile of pay. Working part-time meant their bonus payment was paid on a pro-rata basis.
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.
Although both our mean and median pay gaps have increased slightly, this remains a very healthy figure compared to the UK National Averages. Early indications show these national averages to be:
- Mean Pay Gap: 17.4%
- Median Pay Gap: 16.3%