WaterAid's Gender and Ethnicity Pay Gap 2022

Summary

The data (both gender and ethnicity) in this statement is for WaterAid in the UK, effective 5 April 2022. It reports on WaterAid’s total UK workforce. The gender pay gap shows the difference in average pay between men and women. The ethnicity pay gap shows the difference in average pay between those in the white or white British group and those in other ethnic groups.

Gender pay gap 

As of 5 April 2022, WaterAid in the UK was 70% women and 30% men.  Our gap shows that men, on average (mean), earn 13.4% more than women. The midpoint of all hourly rates (the median) shows that men earn 12.5% more than women.  

The graph below shows the proportion of men and women in quartiles, calculated by listing all employee hourly rates in order of highest to lowest and dividing the list into four equal quartiles. At WaterAid in the UK, men tend to be employed in the more senior roles, whereas there is a greater spread of women across all quartiles.

A chart showing WaterAid's gender and ethnicity pay gap 2022

The distribution of women and men in our workforce contributes to our gender pay gap. Our workforce is dominated by women and, proportionally, we have fewer men employed in junior roles and more men in senior roles.

Ethnicity pay gap

As a global organisation, we are proud of the rich diversity of our staff across the many countries in which we work.  In the UK, it is not yet a legal requirement to report on ethnicity pay gaps. However, we have chosen to do so in line with our commitment to transparency and as we strive to create an inclusive and diverse UK workforce. Of those UK employees eligible for the reporting, 17% have not provided ethnicity data, 18% identify within an ethnic minority group and 65% identify as white/white British. We continue to encourage employees to submit their ethnicity data so that we can increase the validity of the data set.  

Our UK ethnicity pay gap is 4.49% on average (mean) and the mid-point (median) is -0.64%. Whilst today there is limited external sector data against which this can be compared, it is encouraging that this is below 5% and, in the case of the median gap, this is inverse. We will continue to track and review the data to fully understand the reasons.  

Our commitments 

We are committed to fairness and transparency in managing the salaries of staff. We have a Global Reward Standard that is used to ensure consistency of reward principles across all WaterAid countries.  

We use job evaluation to determine the scale and complexity of all our jobs. This enables us to consistently benchmark our roles externally, using a range of data. Our salaries and benefits are ‘market-driven’, which means we aim to pay salaries that are similar to those of staff doing similar roles in similar organisations. We have salary ranges that enable flexibility to attract, develop and retain our staff.

We signed the Show The Salary pledge for UK based roles and publish ranges internally to ensure transparency and accessibility.

We seek to recruit the best person for the role, ensuring they have the right skills, knowledge and experience to do the job and help us to achieve our mission. We encourage flexible working and seek to develop and progress our staff internally.   

In the last year we have integrated our action plan for gender, ethnicity and disability for WaterAid in the UK. We have used the Fair Opportunities For All strategy from the Equality and Human Rights Commission as a framework and our key actions are identified in the following areas:

  1. Develop our apprenticeship scheme –  we now apply the London Living Wage to our apprenticeship scheme.
  2. Improving opportunities for work – we recently launched an internal global opportunities hub and have moved to a single pay scale for each grade in the UK, regardless of office base. Through targeted approaches we are making progress to addressing gender in-balances in particular parts of the organisation.
  3. Making jobs at all levels flexible – almost all of our UK roles are open to flexibility in terms of hours and hybrid working.
  4. Encouraging men and women to share childcare responsibilities – in 2022 we updated our special leave policy and launched a new childcare benefits provider. We are seeking to review our full set of family policies in 2023.
  5. Reduce prejudice, bias in recruitment, promotion and pay – we have made some improvements on our processes around recruitment, and will do more in 22/23, including reviewing where and how we advertise.
  6. Report on progress – we report both internally and externally on our data.

Tim Wainwright 
Chief Executive, WaterAid UK October 2022