The gender pay gap shows the difference in average pay between men and women. The ethnicity pay gap shows the difference in average pay between those in the white/white British group and those in other ethnic groups. Gender pay gap As of 5 April 2022, the workforce at WaterAid in the UK was 70% women and 30% men. Our gap shows that men, on average (mean), earn 13.4% more than women. The midpoint of all hourly rates (the median) shows that men earn 12.5% more than women. Ethnicity pay gap Of those UK employees eligible for the reporting, 17% did not provide ethnicity data, 18% identify within an ethnic minority group and 65% identify as white/white British. We continue to encourage employees to submit their ethnicity data so that we can increase the validity of the data set. Our UK ethnicity pay gap is 4.49% on average (mean) and the mid-point (median) is -0.64%. Whilst today there is limited external sector data against which this can be compared, it is encouraging that this is below 5% and, in the case of the median gap, this is inverse. We will continue to track and review the data to fully understand the reasons. Our commitments In recent years we have integrated our action plan for gender, ethnicity and disability for WaterAid in the UK. We have used the Fair Opportunities for all as a framework and our key actions are identified in the following areas: Develop our apprenticeship scheme – we now apply the London Living Wage to our apprenticeship scheme. Improving opportunities for work – we recently launched an internal global opportunities hub and have moved to a single pay scale for each grade in the UK, regardless of office base. Through targeted approaches we are making progress to addressing gender in-balances in particular parts of the organisation. Making jobs at all levels flexible – almost all of our UK roles are open to flexibility in terms of hours and hybrid working. Encouraging men and women to share childcare responsibilities – in 2022 we updated our special leave policy and launched a new childcare benefits provider. Reduce prejudice, bias in recruitment, promotion and pay – we continue to improve our recruitment processes, and continually review where and how we advertise roles. Report on progress – we report both internally and externally on our data. See the full breakdown of our gender and ethnicity pay gap