WaterAid's Gender Pay Gap Statement 2020
The gender pay gap shows the difference in average pay between men and women nationally or within a sector or organisation.
The data that we are reporting for WaterAid in the UK is effective as at 5 April 2020. WaterAid’s total UK workforce at this date, located in London and UK regional offices, was 65% women and 35% men.
As of 5 April 2020, our mean (average) pay gap in the UK was 11.4% and our median (the middle) pay gap was 10.9%. Our gender pay gap shows that men, on average, earn 11.4% more than women, and when the midpoints of all hourly rates are listed in order, men earn 10.9% more than women.
The graph below shows WaterAid’s UK gender pay gap compared to data for the UK from the Office for National Statistics (April 2019). Our mean and median pay gaps have both reduced this year and remain significantly below the national average.
By listing all employee hourly rates in order of highest to lowest and dividing the list into four equal quartiles, we can calculate the proportion of men and women in each quartile pay band.
The graph above shows that men at WaterAid in the UK tend to be employed in the more senior roles, whereas there is a greater spread of women across all quartiles.
Although we have more women than men at WaterAid, of the men employed a greater proportion are in senior roles and fewer in junior roles, while women are employed across all grades. We believe this is a significant contribution to our gender pay gap.
We are committed to fairness and transparency in managing the salaries of our staff. We have a Global Reward Standard that we use to ensure consistency of pay principles across all WaterAid countries and offices.
We use a rigorous job evaluation process to determine the scale and complexity of all our jobs. This enables us to consistently benchmark our roles externally, using a range of data, and ensure we provide equal pay for work of equal value. 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 publish these ranges internally to ensure information about pay is transparent, accessible and clear for all staff.
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.
Our gender pay gap is similar to other organisations in our sector, though we are actively looking for opportunities to close this gap. This year we were recognised as fifth in the 2020 UK Best Workplaces™ for Women (large organisations category), one of only 20 organisations reaching the criteria set by Great Place to Work®. This helps us to continue to retain and attract talented women to WaterAid, including those at senior levels. This recognition from Great Place to Work® means that WaterAid is a great place to work for both men and women and that there is a strong sense of trust, fairness and wellbeing in the workplace. This only strengthens our commitments and will continue to do so.
In the last year, we’ve improved options for flexible working and supported staff and managers to think about flexibility in different ways. We continue to review this to ensure we take an integrated approach, that all roles are attractive to women, and that we avoid any potential unconscious bias in our recruitment or career development.
WaterAid is seeking to address its gender pay gap in the UK by:
- Further developing flexible and agile working opportunities created through our recent office move and in response to the COVID-19 pandemic.
- Developing our recruitment methods further to attract a wider diversity of candidates.
- A more in depth look at pay for grades where the gender pay gap is highest.
Chief Executive, WaterAid UK