Gender pay gap
Report 2022

Introduction & Reporting Requirements
The gender pay reporting legislation requires employers with 250 or more
employees to publish statutory calculations every year showing how large
the pay gap is between their male and female employees.
ZSL continues to be committed to a diverse workforce and enabling aculture of inclusion through our policies, procedures and working practices.

Female58%

The results of our sixth gender pay gap report show that the overall gender
pay gap remains at 0% and with a gender demographic as shown opposite.
This is another great result that underlines ZSL’s steadfastness to genderequality.
In our first gender pay report, from March 2018, specific initiatives wereset out to help close the gap and those action plans have had a real impact.
All UK-based staff employed by ZSL at the snapshot date, 05 April 2022 areincluded in the calculations.
The gender pay gap is different to equal pay: equal pay is about differencesin the actual earnings of men and women doing equal work.

Male42%

Gender Pay Gap at ZSLThis table shows the overall median and meangender pay gap on hourly rates of pay as of the 5April 2022 and the bonus gap, based on theaverage one-off payment amounts paid inNovember 2021, as these fall into the reporting
year 6 April 2021 to 5 April 2022.
• ZSL’s 2022 median gender pay gap is 0.0%
This is a real achievement for ZSL and comparesvery well to the UK median pay gap of 14.9%(source: Office for National Statistics, 2022).
• ZSL’s 2022 median gender gap for bonus pay is0.0%
This a great first result for ZSL: 2022 is the first timea gender gap for bonus pay is being reported dueto the (non-consolidated) one-off payment paid toall UK employees in November 21.

GENDERPAY GAPGENDER
BONUS GAPMEDIAN

MEAN

0.0%

8.4%

0.0%

1.8%

Proportions of male and female in each pay quartile (based on hourly rates on 5 April 2022)
2021 figures are in brackets.
FEMALE

MALE
LOWER QUARTILE

58% (52.9%)

42% (47.1%)

41.6% (41.4%)

There has been an increase of females in the lower
quartile and a very minor decrease in the lower
middle quartile. However, the percentage offemales in the upper middle and upper quartiles
has increased and is very consistent with the overall
demographic of ZSL which is 58% female

35.2% (38.4%)

As outlined on the next slide, work will need tocontinue to ensure this consistency at more seniorlevels remains in place.

LOWER MIDDLE QUARTILE
58.4% (58.6%)

UPPER MIDDLE QUARTILE
64.8% (61.6%)

UPPER QUARTILE
52.2% (48.3%)

47.8% (51.7%)

Maintaining the Gap
This year’s report shows another the overall gender
pay gap of 0%In addition to this, the gender gap for bonus pay isalso 0%
To maintain this for the longer term, ZSL needs tocontinue with its commitment to inclusivity as
reflected in the five key themes of the Diversity andInclusion Action Plans shown opposite, with eachone being led by members of ExCo, ZSL’s Senior
Leadership team.

The five key themes:
1. Leadership
Embed inclusive leadership across ZSL
2. Diversity in the Workforce
To create diversity within ZSL's workforce to increase innovation andproblems solving with a range of diverse perspectives
3. Raising awareness/Education
To increase awareness on the issues and benefits of diversity,inclusion and belonging across ZSL
4. Accessibility
To ensure that programmes and initiatives across ZSL are accessible
to all.
5. Inclusion & Belonging
To create an inclusive culture across the organisation and foster
belonging -acknowledging, welcoming, and celebrating who we allare.