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Report 31 March 2022

Gender pay gap reporting 2021

In 2017 it became a legal requirement for public, private, and voluntary sector organisations with 250 or more employees to report annually on their gender pay gap. Reports must analyse employee data using six different measures (see the report for full details), on a specified ‘snapshot date’ relevant to their sector and the information must be publicly available.   

Energy Saving Trust employs more than 250 people and is therefore required to comply with this law. As part of our reporting requirements, we have the option to include a narrative with our calculations. This allows us to explain some of the reasons for the results and give details about actions we have taken to date and plan to take to continue to tackle the gender pay gap.  

The report details the findings of Energy Saving Trust’s gender pay gap analysis taken as a snapshot on 5 April 2021. 

Headlines from the report

  • Energy Saving Trust’s median pay gap is 3.56%, which means men are paid 3.56% more than women. This is the figure most used when discussing gender pay gap. In 2020 our median pay gap was 12%. 
  • Our gender pay gap figures have lowered since 2020, reflecting the work done to date to lower this pay gap (see page 11). 
  • Our bonus pay gap remains high and this is mainly due to the gender imbalance at senior leadership team (SLT) level when the 2019/20 bonus payment was awarded in 2020. In future gender pay gap reporting we expect to see this lower with the bonus process changes we have made to date.  
  • Representation of women in each pay quartile has increased. Most notably there has been a 16% rise in the upper quartile, increasing to 51%. This is a direct result of more women joining the senior leadership team.  
  • We have pulled out key organisational actions we have taken to date to address our gender gap (see page 11) and have committed to a new action plan to take us forward (see pages 12-13). We will be sharing this action plan with our internal diversity and inclusion (D&I) committee to discuss further and gain their feedback.  

Progress on reducing the gender pay gap to date

  • Expanding both our performance related bonus scheme and pay award to those who have less than 12 months service – a first for our organisation.  
  • Ongoing commitment to diversity and inclusion. Our first D&I lead, Daisy Crowfoot, joined us in March 2021. Since then, we have:  
    • Conducted our first ever inclusion survey. 
    • Launched our new D&I strategy.  
    • Created a new D&I committee.  
  • Achieving a 50:50 gender split of women and men in our senior leadership team through recruitment processes in the last 12 months.   

Our commitments to addressing our gender pay gap

  • We aspire to not have a gender pay gap and have an action plan with steps we will be taking this year to address the pay gap (see page 12). This is a long-term commitment and goal, and our senior leadership team is committed to making this important change.  
  • We aim to move to more timely data reporting. The UK Government gives organisations a full year to collect and report on gender pay gap data. We want to change our approach to ensure we use up-to-date information as soon as possible with the intent of delivering real-time impact on actions.  
  • We will continue to champion and lead our work on succession, flexible working, pay and reward, fair recruitment, promotions and diversity and inclusion, as they are all key to reducing our gender pay gap. 

Further information  

This report will also be published on the government gateway as part of our responsibilities.  

If you have any questions about this report, please get in touch with our head of people operations, Rachel Stevens

Last updated: 31 March 2022