Gas distribution network Cadent has reported a 7.89% mean gender pay gap for 2023, down from 9.51% in 2022.
The organisation, which has more than 6,000 employees, also reported a 16.58% median gender pay gap, a 38.56% mean gender bonus gap and a 58.76% median gender bonus gap. In 2023, 89.79% of males and 82.26% of females received a bonus.
A total of 25% of the executive headcount was female, with males making up 80.64% of its upper pay quartile and 65.61% of its lower pay quartile.
Cadent’s 2023 ethnicity mean pay gap was 1.98%, down from 3.15% in 2022, and its ethnicity median pay gap was 5.99%. Its mean ethnicity bonus gap was 15.58% and its median ethnicity bonus gap was 25.01%. A total of 91.2% of white and 77.27% of ethnic minorities received a bonus last year.
Martin Rimmer, chief people officer at Cadent, said: “The executive team and I are focused on challenging the status quo and working hard to break the mould of the traditional utilities sector. I’ve been inspired by the positive action to embed equity, diversity and inclusion over the last 12 months, there is much to be celebrated. The actions we have taken have truly made a positive impact on colleagues across our diverse footprint.
“Our mean pay gaps have decreased this year and I am pleased to share that in the last 12 months, we have achieved our ambition for ethnic minority representation in leadership and have improved female leadership representation by 5%. I am excited for the next stage of our journey, building on this progress over the coming year.”
Cadent has reviewed its family provisions policies, increased maternity, adoption and paternity provisions, received menopause-friendly and fertility-friendly accreditations, achieved the Bronze Trailblazer with Race Equality Matters, improved its ethnic diversity and was recognised by Ofgem for its Anti-Racism Working Group and ‘No Lunch and Learn’ in support of Ramadan.
