Targeted action to reduce and close the gender pay gap

UK Statistics Authority has a comprehensive plan to be a more inclusive employer.

Aligned to the core principles of the UK Statistics Authority Strategy to be radical, ambitious, inclusive and sustainable, we have a detailed Inclusion and Diversity Strategy to ensure the workforce reflects the communities we serve, and our colleagues have opportunities to develop, progress and adapt their careers at all stages of their lives.

We will continue to actively engage with our employee networks and workforce to further explore the reasons for our pay and bonus gaps.

Our commitments, both delivered, underway, and in development, include:

Interventions to improve the gender pay and bonus gap:

• All Directors General, the Director for Operations and Director of Finance Planning and Performance have biannual Hold to Account sessions, where performance against key inclusion and diversity metrics is scrutinised by the National Statistician and action plans for improvement agreed.
• The embedding of our Inclusion, Culture, and Wellbeing dashboard to equip senior leaders with detailed information to enable them to take action on the impact of their workplace practices on under-represented communities, including recognition awards which directly impact bonus gaps.

Interventions focused on other diversity aspects, which will intersect with gender, include:

• The launch of Diversity into Leadership development interventions, by March 2025, to further equip female colleagues, and colleagues from ethnic minorities to progress, improving our representation at senior levels.
• Diverse interview panels for all vacancies wherever possible to support greater diversity in our recruitment.
• The relaunch of our Inclusion Interactive Experience, which aims to educate colleagues on the experiences of ethnic minority colleagues in the workplace, raise awareness of potential biases in behaviour and enhance cultural understanding.
• Continuing to evolve and develop our community of diversity networks and sponsors, ensuring consistency of approach, clear aims and action plans are in place.
• Retaining the Level 3 Disability Confident Leader accreditation to assist in the attraction and retention of colleagues with disabilities.
• Targeted action in areas of the business, such as Security and Information Management and the GDD profession, where women have traditionally been underrepresented.

We will continue to internally publish pay and bonus gap information for disability, ethnicity and sexual orientation. To enable this, we will also continue to encourage higher rates of self-declaration of diversity characteristics, providing insights that will inform our action plans to achieve a truly representative workforce.