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Report 27 February 2024

Gender pay gap reporting 2023

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 2023. 


“At Energy Saving Trust our mission is to address the climate emergency. We are a leading and trusted organisation, dedicated to promoting energy efficiency, low carbon transport and sustainable energy use. We work with governments, businesses and individuals to address the climate emergency and deliver the wider benefits of clean energy as the UK transitions to net zero.

We invest in our people and culture. We’re committed to creating an engaging, supportive and inclusive workplace for everyone and providing opportunities for development, training and growth.

As leader of people and organisation development, I would like to introduce our 2023 gender pay gap report. At Energy Saving Trust, everyone is paid for the role they have and for their performance in that role.

Energy Saving Trust has a gender pay gap, which means that men are paid more than women. This year both the median and mean pay gaps have decreased – the median pay gap from 9.11% to 8.99% and the mean pay gap from 19.30% to 13.94%. This is really good news to see slowly we are moving the dial to address the pay gap between men and women in the organisation. 

The reason that both a median and mean pay gap still exist can be attributed to a few things these include the higher salaries earned by members of male-dominated IT and software development teams as well as the portion of men in high paying leadership and management roles across the organisation. The gap is also driven by the proportion of females in more senior roles vs junior roles rather than salary differences between men and women for similar jobs. 

I remain committed to reducing the gender pay gap. In 2023 we gave our lowest paid employees a higher cost-of-living pay award (6.2% vs 5.1% for all other employees). We are a real living wage employer, meaning that all employees are paid the real living wage at a minimum. 

The data published in this report was taken on the snapshot date of 5 April 2023 and I have verified the accuracy of this data.”

Russell Newham, Group Director of People and Organisation Development

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: 27 February 2024