In 2017, the Government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017.

These regulations underpin the Public-Sector Equality Duty and require the relevant organisations to publish their gender pay gap data annually by 30 March, including mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help to identify what those issues are.

The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

The Ministry of Defence supports the fair treatment and reward of all staff irrespective of gender. The Department is committed to developing a more inclusive culture within Defence and a diverse workforce at all levels.

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap each year. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. You can also:

https://gender-pay-gap.service.gov.uk/Viewing/search-results?_ga=2.149907636.32241439.1643217071-473200138.1643217071">explore this data on a dashboard

https://data.gov.uk/dataset/gender-pay-gap">export all national gender pay gap data

We have published two reports:

HMRC and VOA combined gender pay gap report

VOA standalone gender pay gap report, which includes a greater examination of VOA gender pay gaps by grade and London/National pay

These reports analyse HMRC’s and the VOA’s gender pay gap for grades covered by the delegated pay arrangements, as of 31 March 2020.

Employers with 250 or more employees are required to report annually on their gender pay gap. This report fulfils the department’s reporting requirements, analyses the figures in more detail, and sets out what we are doing to close the gender pay gap in the organisation.

Gender pay gap legislation requires all employers of 250 or more employees to publish their gender pay gap. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk/Employer/uVdLnVCT?_ga=2.203676880.1957840766.1643016326-1042833642.1631717659">explore this data on a dashboard

Employers with 250 or more employees are required to report annually on their gender pay gap. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

RSH has less than 250 employees and it has only been in existence since 2018, so is voluntarily publishing the figures as part of its continued commitment to improve transparency and equality.

This report also sets out the actions being taken to close the gender pay gap in the organisation.

For other reports see our Equality information and pay gap reports collections page.

Gender pay gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap as of 31 March 2017.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

You can also:

• https://gender-pay-gap.service.gov.uk/Viewing/search-results">explore this data on a dashboard
• https://data.gov.uk/dataset/gender-pay-gap">export all national gender pay gap data

The gender pay gap analysis provided here is based on the methodology set out in the Equality Act (Specific Duties and Public Authorities) Regulations 2017.

This year’s data shows that the most significant change for 2021 is the reduction in the mean and median gender pay gaps, to the lowest level since we began reporting.

Compared to 2020, 3 of the 6 gender pay gap measures show an improvement, and 3 have remained static.

The data, which is for the 2021 calendar year, shows that the mean gender pay gap is 12.66% (13.61% in 2020) The median gender pay gap is 11.22% (11.52% in 2020).

Our proportion of female employees has increased from 25% in 2017 to 28% in 2021. The percentage of females in the upper and upper middle pay quartiles has increased since 2017.

We remain committed to addressing the gender pay gap at Sellafield Ltd, as part of our wider drive to deliver a more gender balanced organisation.

We continue to see that female progression and promotion is the biggest barrier to pay equity.

You can read the full report on the Gender Pay Gap Service website, https://gender-pay-gap.service.gov.uk/Employer/VI2g3NrR">here.

The gender pay gap shows the difference in the average pay between all men and women in the organisation, expressed relative to men’s earnings. The gender pay gap is different to equal pay. Equal pay deals with pay differences between men and women who carry out the same jobs, similar jobs or work of equal value.

We support the fair treatment and reward of all colleagues irrespective of gender. This report analyses the findings in more detail and sets out what we are doing to close our gender pay gap. We also recognise that gender is not a binary concept and we support transgender, non-binary and intersex colleagues alongside those who identify as male or female.

The government introduced statutory legislation for organisations (with 250 or more employees) to report annually on their gender pay gap.

This report sets out where the Charity Commission fulfils the reporting requirements. It analyses the figures in more detail and explains what we are doing to close the gender pay gap in the organisation.

You can also https://gender-pay-gap.service.gov.uk/Employer/JAmVAqcp?_ga=2.82552150.1161113709.1642765126-480343593.1642765126">explore this data on a dashboard.

Our Gender Pay Gap Report provides context and analysis of the figures. The report discusses actions we currently undertake, while further emphasising the approach we are taking to address the widening pay gap.