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Gender pay report

The Energy Ombudsman is a subsidiary of the Trust Alliance Group of companies. Individually the organisation does not satisfy the criteria for the UK government's mandatory Gender Pay Gap reporting. However we are committed to gender equality and we know the right thing to do is to report on how we are doing as a group. Here's our report for 2021/22.

Trust Alliance Group Gender Pay Report 2021/2022

In 2017, the Government announced that all UK employers with more than 250 employees must publish the difference between the average earnings of men and women within their organisation, which include salary and bonus payments. This is the fifth year we are publishing our findings.

The gender pay gap is the difference between the average pay of all men and all women across the business regardless of their role or seniority. It is different from equal pay, which measures whether men and women are paid the same for doing similar work or equal value work defined in The Equality Act 2010. It does not involve publishing any individual data.

In line with the reporting requirements, the findings below are based on data from our payroll system as at April 2021. This covers all colleagues within the business with a range of roles and levels of pay.

Overall, based on our data for 2021, we’ve identified a 14.9% mean pay gap, which is 2.6% higher than the 2020 figure of 12.3%. This is largely the result of senior positions occupied by male leaders, whose skillset and specialisms demand a high salary. When looking at the median pay gap (the middle value) the data has decreased from 4.7% to 2.6%.

The median bonus gender pay gap remains at zero, so we do have gender parity in this area. Proportionally this reflected a bonus change from +1.1% to -5.7% (i.e. 5.7% more women received a bonus). During the year the majority of colleagues received a £200 bonus.

Female colleagues continue to dominate the lower two pay quartiles – this is a result of more women working in our front line roles, although this proportion has decreased from 71% to 67.5%.

During this period we also recruited a higher number of entry level roles compared to senior and 50.9% of these appointments went to females. There was also a slight decrease of 1.1% in the percentage of females being in the upper hourly pay quartile for which there doesn’t seem to be a single reason. Instead we believe there is a combination of factors related to those starting and leaving senior positions.

We acknowledge that our gender pay gap data for 2020 and 2021 is different to previous reports. We want to make sure there is fairness throughout our business by renewing our commitments to equality, diversity & inclusion (E,D&I). Endorsed by our Board and senior leaders, we’re currently reviewing some important foundations in terms of our policies, data and colleague training. Longer-term we’ll be creating a strategy and introducing initiatives to diversify our workforce and provide opportunities for the community. Our proactive approach towards E,D&I and a stronger focus on the colleague proposition will help us to attract and retain talented colleagues, evolve our workplace culture, improve our business and extend our reach. This alignment will support a shared vision that prioritises the colleagues and customers who are key to our business success.

We’re delighted to be recognised again in 2022 as one of the UK’s Best Workplaces both overall and for wellbeing by ‘Great Place To Work’. In 2021 we secured this accolade for women too, and we hope to achieve the same when results are published in April 2022.

We’re still very committed to proactively addressing our gender pay gap. To support this we’ll be reviewing our recruitment processes and providing career development opportunities for our colleagues. We regularly benchmark against the external market, meaning our salaries and benefits are competitive compared those doing similar roles in other organisations.

We’re currently going through extensive change in how we operate and best serve consumers. As part of this change, a clear pay and reward structure is expected to be in place in the second half of 2022. As part of the 2021 pay review we also increased the pay of all colleagues that were on a minimum wage to a real living wage. In 2020, we broadened our recruitment strategy and a quarter of our colleagues are now nationwide; this presents greater opportunities to close the gender pay gap. As these are home-based roles, the roles create equal opportunities for all.

Following the success of our commitment to working from home during the pandemic, we’ve now adopted a hybrid working model where colleagues are only required to be in the office two or three days a week. We’ve also provided more flexibility around working hours as a positive step to closing the gender pay gap, again creating greater opportunities for all. We’re excited about our journey towards inclusion and look forward to reporting our future success.

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