Water management organisation Severn Trent Water has reported a 7.2% mean ethnicity pay gap for 2023, up from 5.7% in 2022.
The organisation’s median ethnicity pay gap for 2023 was 6.3%, up from 4.1% in 2022. Meanwhile, its mean ethnicity bonus gap was 50.7%, up slightly from 50.4% the previous year, and its median gap was -2.1%, compared to -1.4% in 2022.
It saw an overall increase in representation of employees from ethnic backgrounds, from 10% to 12% last year, with a large proportion in lower-paid roles.
Severn Trent Water’s 2023 mean gender pay gap was 2%, down slightly from 2.9% in 2022, and its median gap was 7.8%, down from 9.4% the previous year. Its mean gender bonus gap last year was -65%, compared to -77% the previous year, while its median gap was -2.9%, versus 0% in 2022.
Its upper pay quartile comprises 69% men and 31%f women, with the latter having increased for the third year in a row. Meanwhile, its lower pay quartile is made up of 58% of men and 42% of women.
The organisation cited the high proportion of women in its management and senior management roles as one of the main reasons behind the fall in its gender pay gaps.
Olivia Garfield, chief executive officer at Severn Trent Water, said: “At Severn Trent, we positively celebrate diversity and inclusion, and embrace individuals’ contributions, no matter their gender, age, race, ethnicity, disability, sexual orientation, social background, religion or belief.
“In September 2021, we launched Wonderfully You, which set out our diversity and inclusion ambition and how we would measure progress. This strategy is included within our sustainability framework under the Providing a Safe, Inclusive and Fair Place to Work pillar and we report on progress more generally in our sustainability report.”
