NDA group gender pay gap report: 2020 to 2021
Published 28 March 2022
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This report summarises the gender pay gap for the NDA group as a whole, and within the individual organisations that make up the group:
- Nuclear Decommissioning Authority
- Sellafield Limited
- Magnox Limited
- Dounreay Site Restoration Limited
- Low Level Waste Repository Limited
- Radioactive Waste Management Limited
- International Nuclear Services Limited
- Direct Rail Services Limited
This report deals with figures from 2020/21, and therefore covers data for DRS and INS before they came together as Nuclear Transport Solutions in February 2021, and for the Low Level Waste Repository Ltd and Radioactive Waste Management Ltd, which came together as Nuclear Waste Services in January 2022.
What is a gender pay gap?
A gender pay gap is the difference in the pay between all men and women in a workforce and this report shows the gap on a mean (average) and median (mid-point on a distribution) basis. Gender pay 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.
NDA group gender pay gap:
The 2020-2021 gender pay gap when looking across the whole of the NDA group is 12.7% mean and 12.3% median. This shows a small improvement, compared with the 13.1% mean and 12.7% median in 2019-2020.
NDA:
| Number of employees | % male employees | % female employees |
|---|---|---|
| 337 | 55% | 45% |
NDA gender pay gap:
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| NDA pay gap | 36.8% | 33.1% |
| NDA pay bonus gap | 54.2% | 59.7% |
Pay by quartiles
Women make up 80% of the lower quartile of the NDA pay and 23% of the upper quartile. The proportions of male and female NDA employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 20 | 80 |
| Lower middle quartile | 49 | 51 |
| Upper middle quartile | 75 | 25 |
| Upper quartile | 77 | 23 |
Sellafield:
| Number of employees | % male employees | % female employees |
|---|---|---|
| 10,835 | 72% | 28% |
Sellafield gender pay gap:
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| Sellafield gender pay gap | 12.7% | 11.2% |
| Sellafield gender bonus gap | 14.7% | 0.0% |
Pay by quartiles
Women make up 46% of the lower quartile of the Sellafield Ltd pay and 16% of the upper quartile. The proportions of male and female Sellafield Ltd employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 54 | 46 |
| Lower middle quartile | 71 | 29 |
| Upper middle quartile | 81 | 19 |
| Upper quartile | 84 | 16 |
Magnox:
| Number of employees | % male employees | % female employees |
|---|---|---|
| 2,194 | 75% | 25% |
Magnox gender pay gap:
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| Magnox gender pay gap | 6.0% | 6.6% |
| Magnox gender bonus gap | 1.6% | 1.3% |
Pay by quartiles
Women make up 30% of the lower quartile of the Magnox Ltd pay and 19% of the upper quartile. The proportions of male and female Magnox Ltd employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 70 | 30 |
| Lower middle quartile | 75 | 25 |
| Upper middle quartile | 74 | 26 |
| Upper quartile | 81 | 19 |
Dounreay Site Restoration Limited (DSRL):
| Number of employees | % male employees | % female employees |
|---|---|---|
| 1,230 | 68% | 32% |
DSRL gender pay gap:
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| DSRL gender pay gap | 10.1% | 9.7% |
| DSRL gender bonus gap | 14.6% | 10.8% |
Pay by quartiles
Women make up 39% of the lower quartile of the DSRL pay and 22% of the upper quartile. The proportions of male and female DSRL employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 61 | 39 |
| Lower middle quartile | 65 | 35 |
| Upper middle quartile | 70 | 30 |
| Upper quartile | 78 | 22 |
Low Level Waste Repository Limited (LLWR):
| Number of employees | % male employees | % female employees |
|---|---|---|
| 291 | 52% | 48% |
LLWR gender pay gap:
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| LLWR gender pay gap | 15.5% | 21.0% |
| LLWR gender bonus gap | 20.7% | 40.7% |
Pay by quartiles
Women make up 65% of the lower quartile of the LLWR pay and 30% of the upper quartile. The proportions of male and female LLWR employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 35 | 65 |
| Lower middle quartile | 34 | 66 |
| Upper middle quartile | 67 | 33 |
| Upper quartile | 70 | 30 |
Direct Rail Services Ltd (DRS):
| Number of employees | % male employees | % female employees |
|---|---|---|
| 473 | 82% | 18% |
DRS gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| DRS gender pay gap | 26.0% | 39.0% |
| DRS gender bonus gap | 27.0% | 22.0% |
Pay by quartiles
Women make up 42% of the lower quartile of the DRS pay and 9% of the upper quartile. The proportions of male and female DRS employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 58 | 42 |
| Lower middle quartile | 84 | 16 |
| Upper middle quartile | 96 | 4 |
| Upper quartile | 91 | 9 |
International Nuclear Services Limited (INS):
| Number of employees | % male employees | % female employees |
|---|---|---|
| 134 | 61% | 39% |
INS gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| INS gender pay gap | 19.6% | 27.6% |
| INS gender bonus gap | 41.0% | 50.0% |
Pay by quartiles
Women make up 85% of the lower quartile of the INS pay and 24% of the upper quartile. The proportions of male and female INS employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 15 | 85 |
| Lower middle quartile | 74 | 26 |
| Upper middle quartile | 82 | 18 |
| Upper quartile | 76 | 24 |
Radioactive Waste Management Limited (RWM):
| Number of employees | % male employees | % female employees |
|---|---|---|
| 243 | 59% | 41% |
RWM gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| RWM gender pay gap | 23.0% | 24.7% |
| RWM gender bonus gap | 36.7% | 52.3% |
Pay by quartiles
Women make up 66% of the lower quartile of the RWM pay and 23% of the upper quartile. The proportions of male and female RWM employees in each pay quartile:
Pay by quartiles – proportion of men/women (M% / F%)
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 34 | 66 |
| Lower middle quartile | 62 | 38 |
| Upper middle quartile | 63 | 37 |
| Upper quartile | 77 | 23 |
Addressing the gender pay gap
Attracting and retaining a diverse workforce is a continuing priority for the NDA group, including reducing, with the aim of ultimately closing, the gender pay gap.
While we are working hard to deliver a reduction, there is much more to be done to narrow the gap and improve diversity within our organisations.
Creating inclusive workplaces is the focus of our NDA group Inclusion Strategy 2021-2025, building on the positive foundations since the development of our first ED&I Strategy in 2018. A strong governance structure has been set up to support the delivery and outcomes of our diversity and inclusion work. The strategy has stretching goals, shared with our employees and stakeholders, so they can support and hold us to account for the progress we're making in this area.
Gender balance is a key area of the strategy, continuing our commitment to achieving gender balance and addressing under-representation of women in senior roles.
Female representation commitments under the strategy include:
- 30% women at board and senior leader level by 2025, while aspiring to meet our external commitments under the Nuclear Sector Deal to achieve 40% women gender balance in the sector by 2030
- Develop and deliver a cross-group development and mentoring programme for women to help retain and develop diversity within our talent pipeline (see below for more detail)
- Each operating company will produce a gender pay gap plan that provides detail on how they will reduce their gender pay gap each year
- Create and implement a group-wide returners programme for women who have been out of the workplace for 2 years or more
Developing female employees
We are committed to creating and delivering cross-group initiatives that help to retain and develop diversity within our talent pipeline.
The Women's Development Leadership Programme was launched in 2021 and, in partnership with Whitehall Industry Group, we deliver two rolling programmes to women across the NDA group:
- The Senior Programme is for talented mid-career women with aspirations and potential for top leadership roles
- The Step Up, Step Across (SUSA) Programme is for professionals who are looking to take a step up into their first leadership role
Our CEO, David Peattie, is also Patron of Women in Nuclear UK whose mission is to promote gender balance across the UK nuclear industry. Find out more on the WiN website.
Early careers and diverse talent acquisition
One of our main aims is to inspire and attract a diverse range of individuals into the NDA group and increase the number of people recruited and employed from underrepresented groups, specifically women, ethnic minorities, LGBTQ+ and disabled people as outlined in our NDA Inclusion Strategy 2025.
Encouraging and increasing gender diversity through our recruitment and talent acquisition processes is a priority for the NDA group. We have embedded fairness and meritocracy principles into our advertising, selection and progression processes for all of our roles across the group.
In 2021 we updated our Early Careers Strategy which outlines our aspirations, ambitions and focus from an early careers' perspective over the next 5 years. In 2020/21, 44% of the NDA group's Nucleargraduate programme intake was female and 30% of apprentices were female across all companies.
We continue to build and nurture our relationships with key organisations in and outside of our sector to learn and understand best practice. We work in partnership with the Nuclear Skills Strategy Group (NSSG) in addressing gender balance across the nuclear sector and the Science, Technology, Engineering and Mathematics (STEM) sector.
NSSG ED&I panel session: Corhyn Parr
The NDA group's Gender Balance Employee Network continues to grow. The employee-led network is focussed on promoting and supporting more gender diverse workforces across the NDA group, for all gender identities.
Promoting our commitment to diversity and gender balance is a priority for us, and we use national and international awareness days, such as International Women's Day and Women in Engineering, to use the breadth of the NDA group to extend our reach.
I confirm this data to be accurate, signed, David Peattie, NDA group chief executive officer