Gender paygap report2020

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 fourth gender pay gap report show that the overall gender pay gap is-0.2% compared to 0% in 2019.
This is an exceptional result that reflects our ongoing 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 action plan has had a real impact on addressing
the barriers women may face in the workforce.
All UK-based staff employed by ZSL at the snapshot date, April 2020 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

Male44%
Female56%

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 2020,and bonuses paid in the year to 5 April 2020.
ZSL’s 2020 median gender pay gap is -0.2%, this is areal achievement for the ZSL. This also comparesvery favourably to the UK median pay gap of15.5% (source: Office for National Statistics).
No bonuses were paid in 2020.

MEDIANMEAN

GENDERPAY GAP

-0.2%

6.8%

GENDER
BONUS GAP

NANA

Proportions of men and women in each pay quartile (based onhourly rates at 5 April 2020), 2019 figures are in brackets.

WOMEN

MEN

50.3% (63%)

49.7% (37%)
LOWER QUARTILE

64.7% (58%)

35.3% (42%)

LOWER MIDDLE QUARTILE
61.2% (66%)

38.8% (34%)

UPPER MIDDLE QUARTILE
51% (54%)49% (46%)
UPPER QUARTILE

These figures tell us that there are less women in thelower quartile, with a positive increase of women inthe lower / upper middle quartiles.
.

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 56%.

aDfTo tiroody

How we maintain our 2020
achievement of a - 0.20%
gender pay gap
The results of our fourth gender pay gap report show that the overall gender pay
gap is – 0.20%
We recognise that to maintain this as a long-term change we need to continue tobe committed to promoting inclusive behaviours such as the recruitment andpromotion of women in senior roles. This activity is reflected in our ‘Diversity andInclusion Action Plans’ which have five key themes and are being led by individual
members of ExCo. (Our Senior Leadership team).

The ZSL Diversity and Inclusion Action Plans
The five key themes:
1.

Leadership – Embed inclusive leadership across ZSL

2.

Diversity in the Workforce - To create diversity within ZSL's workforce toincrease innovation and problems solving with a range of diverse
perspectives

3.

Raising awareness/Education - To increase awareness on the issues andbenefits of diversity, inclusion and belonging across ZSL

4.

Accessibility - To ensure that programmes and initiatives across ZSL areaccessible to all5.

Inclusion & Belonging - To create an inclusive culture across theorganisation and foster belonging -acknowledging, welcoming, andcelebrating who we all are.

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.