Diamond continues to work hard on becoming a more inclusive employer. As one of the world’s most advanced scientific facilities we are proud that we recruit from around the world, and currently have 39 different nationalities working within the organisation. We are also happy to report that both the median and mean gender pay gap have fallen substantially in the last 12 months.
Our 2019 median gender pay gap is 2.92% which is a significant drop since last year (5.83%). Our Mean Gender Pay Gap 7.69% which is again significantly less than 2018 (11.33%). Both of these figures (percentages) have fallen year on year since the introduction of formal reporting and are well below the national average of 17.3%. The large reduction in these gaps for this reporting year is mainly due to the payment of bonuses during the month of April 2019 (the ‘snapshot’ date). More women than men were awarded a one off bonus resulting in a drop to the mean gender pay gap for this reporting year. The dates for payments of bonuses may change next year so this would no longer impact the snapshot date and may result in an increase in the gender pay gap next year.
As of 5th April 2019 we had 526 male and 156 female employees at Diamond which is in line with other employers in the STEM (science, technology, engineering and mathematics) sector. However, we appreciate that we need to do more to tackle the gender imbalance in our demographics.
As well as a drop in our median gender pay gap compared to 2018, our data shows a more significant difference this year between male and female employee’s bonuses. The average bonus value received by male employees between 2018 and 2019 was 57.5% more than female employees at Diamond and the median value was 0%.
We are pleased that our gender pay gap appears to be moving in the right direction, however we acknowledge that some of the reduction this year is due to one off bonuses so the gap is likely to change next year. Diamond remains committed to making further improvements to support all areas of equality, diversity and inclusion to ensure everyone can flourish at all levels of the organisation.
In 2019, we have continued to develop and enhance our policies and working practices, such as:
We will seek to consolidate our achievements further in 2020 and identify further areas for improvement. Future initiatives that we are seeking to achieve are:
CEO, Diamond Light Source
Gender pay gap is the difference between the average rates of pay for men and women. It reflects broad trends in employment and salaries at an organisation, rather than comparing individuals.
It’s not the same as equal pay, which is the legal requirement to pay people the same rate for the same work.
All UK employers with more than 250 staff are legally required to publish gender pay gap data each year.
The Office for National Statistics state that it is important to look beyond the headline figures, for example 36% of the pay gap is estimated to be driven by occupation group and working pattern.
Download our report here.
Flexibility – We offer generous family friendly and flexible working practices to our employees that we promote regularly via our internal channels to staff and externally to potential candidates.
Diversity – We have an organisation wide EDI strategy and action plan that guides us on three core standards - Athena Swan, Disability Confident and Valuing People through Diversity and Inclusion. In our commitment to these standards we continue to build competence and confidence amongst employees and managers through ongoing communications, events, training and coaching activity.
Reward & Recognition – We have undertaken a significant review of reward, pay and grading policies within Diamond to ensure they are fit for purpose and that any barriers are identified and addressed to ensure fairness and consistency in recognition, career and pay progression.
Recruitment & Selection – We are developing new ways to broaden our audience using a variety of media and implementing systems to remove barriers and tap into a more diverse pool of candidates where possible. For example, we now promote flexible working on our job advertisements and we have commenced training for hiring managers in unconscious bias.
Learning & Development – We continue to enhance our management training provision and open this up to a wider pool of employees. All employees have access to a learning management system that allows them to access learning and at a time and pace that suits them.
Outreach – We continue to welcome around 5,000 visitors each year (including school and university aged students and general public) to Diamond to view the engineering and science we deliver. These visits enable us to inspire everyone to value STEM, and in particular, make sure that we highlight female role models, for example, to ensure better gender balance for these subjects.
Policies and Procedures – We continue to update and introduce new policies and procedures, ensuring that equality is considered when these are produced. This includes removing obstacles to opportunities and offering enhanced benefits over and above statutory requirements where possible.
Diamond Light Source is the UK's national synchrotron science facility, located at the Harwell Science and Innovation Campus in Oxfordshire.
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Harwell Science & Innovation Campus
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