Gender pay report

Ombudsman Services closing the gap on gender pay for 2018

At Ombudsman Services we are passionate about creating and ensuring we have a diverse and inclusive place to work, with equality and fairness at the core of our values, our policies and our everyday work. We are pleased that our efforts to close the gap are apparent in the 2018 gender pay reporting figures and believe we are in a good position this year but we will continue our efforts to ensure this positive trend continues. Overall, based on our data for 2018, we have identified an 11% mean pay gap, which is a 2% improvement from the 2017 figure of 13%.

In line with reporting requirements, our findings reflect data from our HR Payroll system as at April 2018 which covers all of our employees at Ombudsman Services covering many different roles and levels of pay. This will be the second year we are publishing our findings.

The gender pay gap is the difference between the average pay of all men and all women across the business regardless of their role or seniority. It is different from equal pay, which measures whether men and women are paid the same for doing similar work or equal value work defined in The Equality Act 2010. It does not involve publishing any individual data.

Size of gender pay gap compared to national average

Graph 1

(Source: Internal HR Payroll, Ombudsman Services, 1/4/18)

When looking at the median pay gap (the middle value) the data has also shown an improvement of 1.33% against last year. The gap remains due to more women than men in the lower and middle pay salary bands, but when comparing to the 2017 figure we see a positive shift in narrowing the gap.

The mean and median calculations are also used when comparing bonus awards over a twelve month period. The majority of employees (excluding the Executive team) participated in the 2017 bonus scheme. The mean bonus gap between men and women has increased slightly but a greater proportion of eligible women received a bonus (31.3%) than eligible men (24.4%). We are pleased to report that for 2018 there is no difference in the median bonus payment between men and women.

Percentage of staff receiving bonus

Graph 2

(Source: Internal HR Payroll, Ombudsman Services, 1/4/18)

There is still a clear female-dominated split in the lower and lower-middle quartiles given the greater proportion of women in the lower level roles, however, during 2018 we are pleased to have appointed two females to the Executive team. Compared to 2017, there has been a 9% drop of the proportion of women in the lowest quartile, and an increase in the proportion of women in both the upper middle and upper quartile.

As an organisation one of our values is having the passion to put things right, we remain committed to monitoring and understanding the gender pay gap and will continue to take pro-active steps to close any gap. Our commitment to equality and diversity is endorsed and supported by the Board and Executive team. At Ombudsman Services we will continue to focus on ways to attract, retain and develop our diverse talent by supporting flexible working practices and focussing on our culture and values at the heart of everything we do. We will publish our results again in October 2019.

Equalities statement

We promote an environment that is free from unfair or unlawful discrimination, harassment and intimidation and where every individual has access to our services and can contribute to our work.