Gender Pay Gap Report 2018

As an international institute leading in our field, we attract many skilled individuals from across the globe and are proud to have 39 different nationalities represented in the Diamond workforce. As an employer in the STEM (science, technology, engineering and mathematics) sector, we acknowledge we must to do more to tackle the marked gender imbalance in our demographics, with 498 male and 141 female employees, even though these are in line with others in the sector.

We report this year a median gender pay gap of 5.8%, which is a drop from last year’s 6.4% and well below the national average. Our mean gender pay gap is 11.3%, slightly down from the 12.1% gap reported in 2017.

Although we only see a small drop in our median gender pay gap compared to 2017, our data show a more significant difference this year between male and female employee’s bonuses. The average bonus value received by female employees in 2018 was 36.8% more than male employees at Diamond and the median value was 100% more.

Whilst it is encouraging that our gender pay gap appears to be moving in the right direction, we are committed to making further inroads to support all areas of equality, diversity and inclusion to ensure everyone can thrive at all levels of the organisation.

In 2018, we have made progress on a number of fronts:

• Added to job adverts that flexible working will be considered for all posts;
• Established and Equality, Diversity and Inclusion (EDI) function and the EDI governance structure, EDI policy and action plan;
• Organised external gender related talks, workshops and presentations to target the barriers to gender equality;
• Initiated a review of our Reward and Recognition policy and processes;
• Developed and introduced Diamond Values and Behaviours;

In 2019, we will be seeking to maintain our Athena Swan Bronze Award status, which will help us to consolidate our achievements in this area and identify further areas for improvement. Future initiatives that we are seeking to achieve are:

• The implementation of revised Reward and Recognition arrangements;
• Complete roll-out of inclusive culture and unconscious bias training to senior managers;
• Consolidate our career break and sabbaticals policy and procedure;
• Review recruitment and selection processes and introduce values based interviewing;
• Widen the reach of our recruitment advertising to a more diverse pool of potential applicants;

Andrew Harrison, 
CEO, Diamond Light Source

Download our report here.