Gender pay gap

Women driving a truck

Closing the gap on gender equality

Focusing on the female workforce

As part of our great place to work strategy, we are focusing on increasing the presence of female colleagues within the company, especially addressing their underrepresentation in operational areas.

Back in 2015, women only represented 7% of our workforce across the business. Today that has increased to 13%. When you look at managerial level appointments during the same period, we have jumped from 6% to 32%.

Find out more about our great place to work strategy here.

Gender Pay Gap data - April 2020

The Gender Pay Gap is the difference between the average hourly pay of women and men.

At LondonEnergy, we're doing our best to address this issue by having a clear strategic objective and diversity target to increase the presence of women in our industry.

We are pleased to report that our efforts have paid off. Today, on average, throughout the company, the mean pay for women is higher. Within LondonEnergy, women earn £1.12 for every £1 that men earn when comparing median hourly pay. 

When comparing mean (average) hourly pay, women's 65.1% higher than men. Women also hold 9.3% of the highest paid jobs and 5.3% of the lowest paid. 

The median gender pay gap is the midpoint in the ranges of hourly earnings of men and women. The median pay at LondonEnergy is 9.1% in favour of women.

The mean bonus pay gap is 67.3%, and the median bonus pay gap is 70.6%, both in favour of men.

It is important to note that the Gender Pay Gap is different from equal pay, which is a legal requirement that men and women must get equal pay for 'equal work'.

Quartile Analysis

The table below shows the distribution of male and female employees across the different pay bands.

 

2021 Pay gap table