Energy provider E.On reported that its mean hourly gender pay gap for 2022 was 13.7%, up 0.2% from 2021.
The business’ median hourly gender pay gap for 2022 was 25.1%, up 2.2% from the previous year.
According to E.On, the main drivers of its pay gap in 2022 were that it employs more men than women in leadership roles, with 30% of its senior executive roles held by women, it has more women working in entry level roles with lower pay, and the majority of its technical and engineering roles, which attract higher pay, are held by men.
The mean average bonus pay gap for 2022 was 15% in favour of men, while its median average bonus pay gap was -17.4% in favour of women. Just above half (50.9%) of women received a bonus, compared with 67.9% of men.
E.On also reported its ethnicity pay gap for the first time. Its 2022 mean hourly ethnicity pay gap was 20% in favour of white British employees, and its median hourly ethnicity pay gap was 25% in favour of the same group.
Its 2022 mean average ethnicity bonus gap was 15.7% in favour of white British employees, while its median average ethnicity bonus gap was 16.3% in favour of this group. A total of 41.4% of ethnic minority workers received a bonus, compared with 67.2% of its white British workforce.
Michael Lewis, chief executive officer at E.On UK, said: “At E.On, we’re committed to building an inclusive organisation where colleagues know they’re valued, respected and feel a sense of belonging so they can thrive and be at their best. At the heart of it all, creating an inclusive workplace is how we do business every day because it is simply the right thing to do.
“I’m proud of the progress we’re making. While there is more to do, I’m confident we’ll continue to make positive changes. The commitment of the board, our leaders and colleagues all helps to make E.On UK a place where everyone feels a true sense of belonging.”
