Our gender pay gap report for 2017

We have published this year’s gender pay gap report based on data taken on 5 April 2017.

We are committed to gender equality and inclusion and have been removing barriers to progression for underrepresented groups for every role throughout our organisation for a number of years – and we will continue to do so.

At a role-by-role level, we have almost no gap between women’s and men’s pay, and this is true for every position in the organisation.

However, we do have a gender pay gap when all pay is used to determine a single result:  our median hourly rate gender pay gap is 15.7% in favour of men.

We found that this is largely due to the high proportion of women in administrative and early career publishing roles, which are in the lower quartiles of pay, and the relatively high proportion of men in senior technical roles, which are in the upper quartiles of pay.

This reflects a number of broader social issues and we already have several initiatives in place to limit the impact of those issues within our organisation, while remaining fair and inclusive in everything we do:

  • Our standard working week is 35 hours, lower than the national average
  • Those involved in recruitment receive unconscious bias training
  • We offer a wide range of flexible working options

We have begun to see results, for example, we have more women than men in our leadership team, currently made up of six women and five men.

Our gender pay gap data indicates that we still have some way to go, and we have made several commitments in response:

  • We will consider roles where gender balance is particularly distinct and proactively widen the language and channels we use for our recruitment campaigns, in order to attract a wider range of applicants. We have already made progress in our technology department, where women now make up 28% of our technology team, compared with a national average across the technology sector of 17%.
  • We will also widen our existing unconscious bias training programme to all managers, focusing on the impact of bias on decision-making in recruitment and performance management as well as other organisational behaviours.

Read the full report from our chief executive, Dr Robert Parker.

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