Analysis of pay gap

The downwards trajectory of our mean hourly pay gap is positive and is attributed to an increase in the numbers of women in more senior grades and pay increases in 2021 being targeted towards the lower paid (due to the public sector pay pause), where there are more women.

Whilst we have seen improvements, we are not complacent and continue to explore and use new ways to attract recruits from diverse backgrounds, and support women to progress in their careers with a particular focus
on the under-representation of women in more senior grades, specifically the Senior Civil Service and Grade 6.

An “Attitudes to Promotion” survey was conducted for all Grade 6 and 7 employees to explore the potential barriers to progression at this level, given female representation drops below 50% at Grade 6 and above. Several interventions were agreed by ONS’ People Committee in response to survey findings, including:

• Increased, active promotion of job share opportunities at Grade 7 and above during recruitment
• Developing Leadership and Management training to include sections on the importance of role modelling,
• Analysing the working practices of our current SCS workforce