NDA group gender pay gap report: 2021 to 2022 data
Published 28 March 2023
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Across the NDA group, our leaders are committed to creating great places to work and inclusive working environments. This includes ensuring we have female representation at all levels across our organisations and supporting women in their professional growth.
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 (NDA)
- Sellafield Limited
- Magnox Limited
- Dounreay Site Restoration Limited (DSRL)
- Low Level Waste Repository Limited (LLWR)
- Radioactive Waste Management Limited (RWM)
- Nuclear Transport Solutions (NTS)
This report deals with figures from 2021 to 2022, although RWM and LLWR came together to form Nuclear Waste Services in January 2022, the two organisations remain legal entities and for the purpose of this report are detailed as separate organisations.
What is a gender pay gap?
A gender pay gap is the difference in the pay between all men and women in a workforce. In April 2017, the government introduced gender pay gap reporting for all companies with more than 250 employees.
This report shows the gap on a mean (average when you add up all the numbers and divide them by the number of values) and median (mid-point when all of the numbers are listed in numerical order) 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 average 2021 to 2022 gender pay gap when looking across the whole of the NDA group is 11.7% mean and 11.4% median. This continues to show improvement, compared with an average across the group of 12.7% mean and 12.3% median in 2020 to 2021.
NDA
| Number of employees | % male employees | % female employees |
|---|---|---|
| 357 | 55% | 45% |
NDA gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| NDA pay gap | 37.7% | 33.7% |
| NDA pay bonus gap | 61.1% | 63.1% |
NDA pay by quartiles
Women make up 85% of the lower quartile of the NDA pay and 21% of the upper quartile.
The proportions of male and female NDA employees in each pay quartile:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 15 | 85 |
| Lower middle quartile | 54 | 46 |
| Upper middle quartile | 72 | 28 |
| Upper quartile | 79 | 21 |
Sellafield
| Number of employees | % male employees | % female employees |
|---|---|---|
| 10,778 | 71% | 29% |
Sellafield gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| Sellafield pay gap | 12.3% | 11.3% |
| Sellafield pay bonus gap | 13.6% | 0%* |
*Sellafield median bonus is 0% because of a flat rate bonus paid to 98% of the workforce
Sellafield pay by quartiles
Women make up 45% of the lower quartile of the Sellafield Ltd pay and 18% of the upper quartile.
The proportions of male and female Sellafield Ltd employees in each pay quartile:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 55 | 45 |
| Lower middle quartile | 68 | 32 |
| Upper middle quartile | 80 | 20 |
| Upper quartile | 82 | 18 |
Magnox
| Number of employees | % male employees | % female employees |
|---|---|---|
| 2,372 | 75% | 25% |
Magnox gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| Magnox pay gap | 3.8% | 4.1% |
| Magnox pay bonus gap | -3.3% | 0% |
Magnox pay by quartiles
Women make up 27% 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:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 73 | 27 |
| Lower middle quartile | 75 | 25 |
| Upper middle quartile | 74 | 26 |
| Upper quartile | 81 | 19 |
Dounreay Site Restoration Limited
| Number of employees | % male employees | % female employees |
|---|---|---|
| 1,308 | 67% | 33% |
DSRL gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| DSRL pay gap | 10.7% | 7.5% |
| DSRL pay bonus gap | 18.7% | 9.8% |
DSRL pay by quartiles
Women make up 38% of the lower quartile of the DSRL pay and 25% of the upper quartile.
The proportions of male and female DSRL employees in each pay quartile:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 62 | 38 |
| Lower middle quartile | 64 | 36 |
| Upper middle quartile | 70 | 30 |
| Upper quartile | 75 | 25 |
Low Level Waste Repository Limited
| Number of employees | % male employees | % female employees |
|---|---|---|
| 327 | 51% | 49% |
LLWR gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| LLWR pay gap | 15.2% | 20.2% |
| LLWR pay bonus gap | 15.3% | 0% |
LLWR pay by quartiles
Women make up 68% of the lower quartile of the LLWR pay and 65% of the upper quartile.
The proportions of male and female LLWR employees in each pay quartile:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 32 | 68 |
| Lower middle quartile | 55 | 45 |
| Upper middle quartile | 39 | 61 |
| Upper quartile | 35 | 65 |
Radioactive Waste Management Limited
| Number of employees | % male employees | % female employees |
|---|---|---|
| 354 | 55% | 45% |
RWM gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| RWM pay gap | 18.9% | 13.9% |
| RWM pay bonus gap | 42.4% | 30% |
RWM pay by quartiles
Women make up 78% of the lower quartile of the RWM pay and 30% of the upper quartile.
The proportions of male and female RWM employees in each pay quartile:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 22 | 78 |
| Lower middle quartile | 60 | 40 |
| Upper middle quartile | 63 | 37 |
| Upper quartile | 70 | 30 |
Nuclear Transport Solutions
| Number of employees | % male employees | % female employees |
|---|---|---|
| 579 | 78% | 22% |
NTS gender pay gap
| Pay gap: | Mean average gap | Median average gap |
|---|---|---|
| NTS pay gap | 14% | 31% |
| NTS pay bonus gap | 30% | 34% |
NTS pay by quartiles
Women make up 43% of the lower quartile of the NTS pay and 19% of the upper quartile.
The proportions of male and female DRS employees in each pay quartile:
| Quartile: | Male % | Female % |
|---|---|---|
| Lower quartile | 57 | 43 |
| Lower middle quartile | 81 | 19 |
| Upper middle quartile | 95 | 5 |
| Upper quartile | 81 | 19 |
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.
We’re proud of some of the good progress being made in areas of our group and focused on achieving accelerated and consistent success across all our organisations. We know we’ve got much more to do and we’re working hard to deliver our goals with regards to diversity and inclusion, including female representation.
We’re committed to attracting more women into our sector and specifically into the NDA group organisations, to supporting women to succeed in their careers within the NDA group, and to securing more female representation at a senior level.
Our Diversity and Inclusion programme includes many interventions focused on female representation including:
Developing female leaders
To date nearly 160 women across the group have taken part in our Women’s Development Leadership Programme which was launched in 2021 to support mid-career women to progress into leadership roles.
This continues our commitment to achieving gender balance, focussing on addressing under-representation of women in senior roles and retaining and developing diversity within our talent pipeline.
Supporting returners
NTS have partnered with ‘Women Returners’ and have launched their first returners programme to support those who have been out of the workplace for 18 months or more to flexibly re-start their career and develop their skills and experience.
Going forward we will see more of our operating companies launch career returner programmes as part of our drive to improve diversity and tackle barriers to progression.
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 people with disabilities as outlined in our group inclusion strategy 2021 to 2025.
Diverse recruitment action plans are being developed and implemented across the group with a focus on gender balance, including the introduction of ‘Role Mapper’ to develop inclusive job adverts and job descriptions which are free from gender biased language.
Early careers
In 2021 we updated our Early Careers Strategy which aims to drive equality of opportunity and recruit from outside our traditional pool of candidates through widening school engagement and participation, pre-apprenticeship programmes and enhanced recruitment campaigns.
In 2021 to 2022, 25% of the NDA group’s nuclear graduate intake were women and 31% of apprentices were women across all organisations. We hope to see these figures improve following the launch of our NDA group graduate programme in 2022 which aims to attract a wide variety of candidates from a diverse range of backgrounds.
Gender balance network
The NDA group’s Gender Balance Network provide a vital source of support and expertise, sharing experience and insights, providing mentoring opportunities and collaborating with other networks to help identify and address diversity issues.
Members support education and awareness raising opportunities throughout the calendar year such as Women in Engineering and International Women’s Day, using them as an opportunity to amplify messages on positive action for women and demonstrate how we are making progress. They also work with schools to promote careers in Science, Technology, Engineering and Mathematics (STEM).
Partnership working
We have strong partnerships across the sector working with The National Skills Strategy Group (NSSG), chairing the Equality Diversity & Inclusion workstream which provides an opportunity to champion gender balance in the workplace.
Most recently we have become a corporate member of Women in Nuclear UK, together we will drive forward our common aim of improving diversity and gender balance in the UK’s nuclear industry.
Supporting women in the workplace
Across the NDA group we are committed to ensuring our workplaces are safe, accessible and promote health and wellbeing, so everyone feels respected, included and able to perform at their best.
We are recognised as a menopause friendly employer, and in 2021 we launched our new employee network Meno Hub, a space to connect with colleagues, share experiences, and access resources and support. The hub was nominated in the menopause friendly awards for ‘Best Support Group’ coupled with leading employees from across other industries.
Throughout 2022 we held menopause training events for employees, to equip everyone to understand the impact of menopause on women and the wider family and how to help and support others. This year we built on that further with the Meno Hub partnering with our LGBTQ+ Network to design and deliver a session which would be inclusive to everyone who faces menopausal symptoms and to encourage a safe space for any of our transgender employees.
