Like all organisations with more than 250 employees, we are required to publish our gender pay gap data annually.
At AWE we have a gender pay gap of 15% (median pay), just under the national average of 17.9%.
The report also includes information on the proportion of men and women that receive a bonus; the difference between the amount paid to men and women in bonuses and the proportion of men and women in each 25% (quartile) of an employer’s pay structure.
Commenting in the report, Iain Coucher, AWE CEO said: “This time last year, I said that addressing instances of gender pay gaps is a moral and ethical issue. This remains true.
“Talent is unrelated to gender and other forms of diverse background and companies must continue to focus relentlessly on ensuring fairness and equality in their workforces. At AWE, this is and will remain a priority for everybody. There may be reasons why disparity exists – but there can be no excuses for inaction.”
Sian Butler, Director of Assurance & Risk, said:
“Our overall aim is to have a 50:50 gender split across our new starters because in order to attract the best and brightest, women and men, we need to recruit from as wide a talent pool as possible. “We have made great strides in growing a culture of inclusivity, diversity and innovation – we know that talent is not gender-specific. We have already seen the benefits that diversity in the workforce can bring – new ideas, different perspectives and creative energy – and these are exciting times to be at AWE.”