Gender paygap report2019Introduction &Reporting Requirements
In 2017, the Government introduced gender pay reporting legislation which 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 driving a diverse workforce and promoting genderequality. We do this through promoting a culture of inclusion and diversity through ourpolicies, procedures and working practices.
The results of our third gender pay gap report show that the overall gender pay gap
has reduced to 0% compared to 0.1% in 2018.
This is an exceptional result that reflects our commitment to promoting inclusive
behaviours including the recruitment and promotion of women in senior roles.
In our first gender pay report, published in March 2018, we set out specific initiatives wewere taking to help close the gap. The 2019 action plan has clearly started to address
barriers women may face in the workforce.
All UK-based staff employed by ZSL at the snapshot date, April 2019 are included in
the calculations.
Gender pay gap is different to equal pay. Equal pay is about differences in the actual
earnings of men and women doing equal work.

ZSLDemographics.

Female60%

Male40%Salary Gender Pay Gap at ZSLThis table shows the overall median and mean gender pay andbonus gap based on hourly rates of pay as of the 5 April 2019,and bonuses paid in the year to 5 April 2019.
ZSL’s 2019 median gender pay gap is 0%, this isreal achievement for the ZSL. This also comparesvery favourably to the UK median pay gap of17.3% (source: Office for National Statistics).
The difference in the median bonuses received bymen and women is 40%. On average, men received
bonuses that were 40% larger than the bonuses
received by women. There were just 3 bonus
payments made, 2 to women and 1 to a man.

MEDIANMEAN

GENDERPAY GAP

0.0%

7.5%

GENDER
BONUS GAP

40%

40%

Proportions of men and women in each pay quartile (based onhourly rates at 5 April 2019), 2018 figures are in brackets.

WOMEN

MEN

63% (61%)

37% (39%)
LOWER QUARTILE

58% (58%)

42% (42%)

LOWER MIDDLE QUARTILE

66% (68%)

34% (32%)

UPPER MIDDLE QUARTILE

54% (50%)46% (50%)
UPPER QUARTILE

These figures tell us that our gender pay gap has
reduced because there is an increased proportion of
women in the upper pay quartile compared to 2018: in
2019, women made up 60 per cent of the total
workforce and made up 54 per cent of the highest paid
quartile compared to 50% in 2018.
.

There is still work to be done to ensure that seniorlevel representation of women in the upper pay
quartile is consistent with the overall demographics of
the workforce which is 60%.

aDfTo tiroody

How we will build on our 2019achievement of a 0%
gender pay gap
The results of our third gender pay gap report show that the overall gender pay gap
is 0%
We recognise that in order to maintain this as a long-term change we need tocontinue to be committed to promoting inclusive behaviours such as therecruitment and promotion of women in senior roles.
The actions from our first gender pay report are still in place and we will continue
to work on these as well as some new initiatives to make ZSL a great place to workfor everyone.

gender pay gap actions
The evidence – existing initiatives

The evidence – new initiatives

We have been continuing to work towards making
shortlisting and interview panels gender balanced
as in our Institute of Zoology Department. The
majority of our panels are now gender balanced.

We monitored the number of applications
compared to interviews and offers to checkfor any bias. The data showed that 65% of ourapplicants were female and 66% ofappointments were female.

All recruiting managers receive unconscious
bias guidance either through training or written
information: we strive to implement genderneutral practices in our recruitment processincluding ensuring job adverts have gender
neutral language and using a variety of marketing
sources.

Leadership development over 2018/2019 saw
the conclusion of our second leadershipdevelopment Group (LDG) and the set-up of astrategy leadership group (SLG) wheredevelopment was an integrated part of how thegroups operated. Both groups were more than
50% female.
60% of people promoted between April 2018
and March 2019 were female.

The data is clear evidence that ZSL has aculture that encourages applications fromwomen and interview panels that show nobias towards appointing men.

We helped women progress in their careers
through ensuring they had the skills andconfidence to do so. Zoo managers actively
encouraging participation from their highperforming female team members which saw
the numbers of female team leaders increaseby over 60%

We offer generous, enhanced maternity leave
provision with active steps to encourage andfacilitate women returning to work; we have
implemented a new carers and emergency
leave policy to help support staff with caring
responsibilities.
This is reflected in our return to work rate whichis 85% of women taking maternity leave between
April 2018 and March 2019 returning.
We monitor diversity and inclusion by age,ethnicity and gender to identify trends in ourworkforce. An HR Annual Data report will be
published that will look at new recruits,
promotions, and progressions
and leavers, by grade, location and Directorate.
This will help us to continue to identify barriers
and take appropriate actions.

Communicating ZSL’s
Gender Pay Gap
Legislation requires us to publish the report on both the government’s
gender pay reporting website as well as our website, so it is accessible toboth employees and the public.
.