Genderpay gapreport2017

INTRODUCTION& REPORTINGREQUIREMENTS
Gender pay reporting
legislation requires
employers with 250 or more
employees on the snapshot
date (5 April 2017) to publish
statutory calculations everyyear showing how large thepay gap is between theirmale and female employees.
Gender pay is important toZSL, over the last 12 months
we have done a number ofthings to try and reduce therisk of a gender pay gap.
These are detailed at the endof the report. Our aim atZSL is for everyone to haveequal career opportunities
regardless of gender or theirlife outside work.

THIS REPORT INCLUDES 6 CALCULATIONS:
1. a verage gender pay gap as a mean average.
2.	
average gender pay gap as a median average.
3.	
average bonus gender pay gap as a mean average.
4.	
average bonus gender pay gap as a median average.
5.	
proportion of males receiving a bonus payment and proportion offemales receiving a bonus payment.

6.	
proportion of males and females when divided into four groups
ordered from lowest to highest pay.

All UK-based staff employed by ZSL at the snapshot date are includedin the calculations.
The gender pay gap is different to equal pay. Equal pay is about
differences in the actual earnings of men and women doing equal work.
This report sets our results in the year to April 2017 together with
the initiatives we have undertaken, and will undertake, to close ourgender pay gap.

ZSL
DEMOGRAPHICS
The gender split in ZSL is shown below.
The number of women employed by ZSL
outweighs the number of men with 57% ofstaff being female and 43% being male.

Male344
Female460
TOTAL UK EMPLOYEES: 804

SALARY GENDERPAY GAP AT ZSLThis table shows the overall median and meangender pay and bonus gap based on hourly
rates of pay as of the 5th April 2017, andbonuses paid in the year to 5 April 2017.
ZSL’s median gender pay gap of 6.2% compares
favourably to the UK median pay gap of 18.1%(source: Office for National Statistics).

Proportions of men and women in each pay
quartile (based on hourly rate at 5 April 2017)
These figures tells us that our gender paygap has arisen because there are a lower

MEDIANMEAN

GENDERPAY GAP

6.2%

11.2%

GENDER
BONUS GAP

0%22%

proportion of women in the upper pay quartile
compared to the lower quartiles: women makeup 57 per cent of the workforce, but they makeup 59 per cent of the lowest paid quartile and 47
per cent of the highest paid quartile.

WOMEN

MEN

59%

41%
LOWER QUARTILE

60%

40%
LOWER MIDDLE QUARTILE

62%

38%
UPPER MIDDLE QUARTILE

47%

53%
UPPER QUARTILE

BONUS GENDERPAY GAP AT ZSL
The percentage of men and women receiving a bonus payment from April 2016 to April 2017:

MALE STAFF

FEMALE STAFF
Bonus 7.6%

No bonus 92.4%

Overall, the proportions of male and female
employees receiving bonuses are very similar,
with a gap of only one percent. The differencein the median bonuses received by men andwomen is zero. On average, men received abonus that was 22% larger than the bonuses

Bonus 8.6%

No bonus 91.4%

received by women. This difference wasdriven by one relatively large bonus paid toa man; if this bonus was to be excluded fromthe analysis, the average difference in thebonuses received by men and women would
only reach 1.5%.

HOW WE WILLTACKLE OURGENDER PAY GAP
We are committed to reducing our gender pay gap which iscreated by the greater proportion of men than women found insenior roles. We have been working on initiatives to address this,and we are planning additional actions to reduce it further:
What we’ve achieved so far

What we will be doing

We are ensuring all recruiting managers receive
unconscious bias training; we strive to implement
gender neutral practices in our recruitment processincluding ensuring job adverts have gender neutral
language and use a variety of marketing sources.

We are working towards making shortlisting and interview
panels gender balanced in our Institute of Zoology Department;
this approach will be rolled out across ZSL.

50% of participants on our advanced management
course were female.

We will actively encourage and promote female participationin both our leadership and management programmes; we will
ensure that the proportion of women attending these courses isin line with the proportion of women found in our workforce.

We offer generous, enhanced maternity leave
provision with active steps to encourage andfacilitate women returning to work; these steps
include the implementation of a Fellowship
Programme for grant funded Science staff.

We will review how we can further support parents returning
to work after maternity, parental, adoption or other long term
leave to ensure they have the confidence and skills to manage
their responsibilities and progress their careers. We will thenaction ZSL-relevant initiatives.

We have developed flexible working options toenable women returning from maternity leave tobalance family and work commitments.

We will monitor diversity and inclusion by age, ethnicity andgender to identify trends in our workforce. We will do this bylooking at new recruits, promotions, and progressions andleavers, by grade, location and Directorate. This will help us
identify barriers and take appropriate actions.
We will assess performance ratings annually to check for bias
in the allocation of ratings against age, ethnicity and gender.
This will enable us to identify any potential actions needed.