Gender paygap report
2018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 second gender pay gap report show that the overall gender pay gap
has reduced significantly over the last 12 months to 0.1% compared to 6.2% in 2017.
We do however recognise that in order to maintain this as a long-term change we needto continue to be committed to promoting inclusive behaviours including therecruitment 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. These are still in place, but we recognise there is still
more to do. The new action plan sets out a clear plan to address barriers women may
face in the workforce.
All UK-based staff employed by ZSL at the snapshot date, April 2018 are included inthe 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.

ZSL Demographics
The gender split in the ZSL is shown below.
The number of women employed by ZSL
outweighs the number of men with 59% ofstaff being female and 41% being male.

Male310
Female444
TOTAL UK EMPLOYEES: 754

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 2018,and bonuses paid in the year to 5 April 2018.
ZSL’s 2018 median gender pay gap is 0.1%, this is asignificant reduction from 6.2% in 2017. This also
compares favourably to the UK median pay gap of
17.9% (source: Office for National Statistics).
The difference in the median bonuses received bymen and women is zero. On average, women
received bonuses that were 36.7% larger than thebonuses received by men. This is explained further
over the page.

MEDIANMEAN

GENDERPAY GAP

0.1%

10.1%

GENDER
BONUS GAP

0%-36.7%

Proportions of men and women in each pay quartile (based onhourly rates at 5 April 2018), 2017 figures are in brackets.

WOMEN

MEN

61% (59%)

39% (41%)
LOWER QUARTILE
42% (42%)58% (60%)
LOWER MIDDLE QUARTILE

32% (38%)

68% (62%)
UPPER MIDDLE QUARTILE
50% (47%)50% (53%)
UPPER QUARTILE

These figures tell us that our gender pay gap has
reduced because there is an increased proportion ofwomen in the upper middle and upper pay quartile
compared to 2017: in 2018, women made up 59 percent of the total UK workforce, compared to 68 percent of the upper middle paid quartile and 50 per centof the highest paid quartile.

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 ofthe workforce which is 59%.

Bonus Gender Pay Gap at ZSLThe percentage of men and women receivinga bonus payment from April 2017 to April 2018:

MALE STAFF

FEMALE STAFF
Bonus 5.9%

Bonus 2.3%

No bonus 97.7%

No bonus 94.1%

The difference in the median bonuses received by men and women is zero. On average,
women received bonuses that were 36.7% larger than the bonuses received by men.
This difference was driven by relatively large bonuses paid to two senior women; if thesebonuses were to be excluded from the analysis, the average difference in the bonuses
received would be 5.8% higher for men than women.

How we will tackle ourgender pay gap
In our first gender pay report published in March 2018, we set out a plan to help
address the pay gap. Over the past year we have been focussing on developing an
inclusive culture and encouraging our managers to promote inclusive behaviours.
For example, all staff have been on half day ‘Dignity and Respect at ZSL’ session
which identifies what we can do as individuals, colleagues and managers to ensure
expectations are set and met around the standards of professional behaviour andattitudes we demonstrate.
The results of our second gender pay gap report show that the overall gender pay
gap has reduced significantly over the last 12 months to 0.1%. We do however
recognise that in order to maintain this as a long-term change we need to continue
to be committed to promoting inclusive behaviours such as the recruitment andpromotion 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.

How we will tackle ourgender pay gap
What we’ve achieved so far

What we will be doing

We have been continuing to work towards makingshortlisting and interview panels gender balanced
as in our Institute of Zoology Department.
All recruiting managers receive unconscious
bias guidance either through training or written
information; we strive to implement gender
neutral practices in our recruitment processincluding ensuring job adverts have gender
neutral language and using a variety of marketing
sources.

We will monitor the number of applications
compared to interviews and offers to checkfor any bias. This will enable us to identify any
potential issues to act on.

We have actively encouraged and promoted
female participation in our management
programmes; we continue to ensure that theproportion of women attending these courses arein line with the proportion of women found in ourworkforce.
80% of people promoted between April 2017 andMarch 2018 were women.

We will help women progress in their careers
through ensuring they have the skills andconfidence to do so. We will do this by looking
into the barriers to progress and implementing
appropriate support to women to encourage theirparticipation and development.

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 caringresponsibilities.
This is reflected in our return to work rate which
is 88% of women taking maternity leave between
April 2017 and March 2018 returning.

We will continue to review how we can further
support parents returning to work after maternity,
parental, adoption or other long term leave toensure they have the confidence and skills tomanage their responsibilities and progress theircareers. This will include a new back to workparents support network.

We will continue to monitor diversity andinclusion by age, ethnicity and gender to identify
trends in our workforce. We will do this by looking
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.

We have assessed performance ratings annually
to check for bias in the allocation of ratings
against age, ethnicity and gender. This will enable
us to identify potentially needed actions.

We will assess performance ratings annually tocheck for bias in the allocation of ratings against
age, ethnicity and gender. This will enable us to
identify potentially needed 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.
In addition, we will communicate and explain the results to employees viaa ZSL Life briefing with HR contact details for any questions staff may have.