BEIS: gender pay gap information
Source: data.gov.uk (2022-11-25)

Data on the difference in employees’ average earnings releases from April 2016 .

BEIS GENDER PAY GAP 
ANALYSIS REPORT 
1 April 2016 – 31 March 2017
December 2017 

 
Contents 
 
1. Introduction _____________________________________________________________ 2 
2. The data – BEIS and the Executive Agencies ___________________________________ 3 
3. The data – Core BEIS _____________________________________________________ 4 
4. Organisational context _____________________________________________________ 6 
5. Closing the gender pay gap _________________________________________________ 7 
6. Declaration ______________________________________________________________ 9 
Annex A – Core BEIS figures (excluding Executive Agencies) _______________________ 10 
Annex B – BEIS group figures (including Executive Agencies) _______________________ 11 
Annex C – Core BEIS Grade Balance (excluding Executive Agencies) _________________ 12 
 
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BEIS gender pay gap analysis report 
1. Introduction 
Earlier this year, the government introduced world-leading legislation that made it statutory for 
organisations with 250 or more employees to report annually on their gender pay gap. 
Government departments are covered by the Equality Act 2010 (Specific Duties and Public 
Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations 
underpin the Public Sector Equality Duty and require the relevant organisations to publish their 
gender pay gap data by 30 March 2018, including mean and median gender pay gaps; the 
mean and median gender bonus gaps; the proportion of men and women who received 
bonuses; and the proportions of male and female employees in each pay quartile.  
The gender pay gap shows the difference in the average pay between all men and women in 
a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may 
be a number of issues to deal with, and the individual calculations may help to identify what 
those issues are. 
The gender pay gap is different to equal pay. Equal pay deals with the pay differences 
between men and women who carry out the same jobs, similar jobs or work of equal value. It is 
unlawful to pay people unequally because they are a man or a woman. 
The Department for Business, Energy and Industrial Strategy (BEIS) supports the fair 
treatment and reward of all staff irrespective of gender. 
This report sets out where BEIS fulfils the department’s reporting requirements, analyses the 
figures in more detail and sets out what we are doing to close the gender pay gap in the 
organisation. 
 
 
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BEIS gender pay gap analysis report 
2. The data – BEIS and the Executive Agencies 
The regulations require BEIS to include its five Executive Agencies in the published figures as 
they are not separate legal entities. The data published on GOV.UK therefore includes Core 
BEIS, Companies House, the Insolvency Service, the Intellectual Property Office, the Met 
Office, and the UK Space Agency. 
The gender make-up of the department and its Executive Agencies is 46% female and 54% 
male.  
The Gender Pay Gap for BEIS including Executive Agencies is a mean gap of 12% and a 
median gap of 15%. 
 
 
The Gender Bonus Gap for BEIS including Executive Agencies is a mean gap of 12% and a 
median gap of 15%.  
 
The full set of data for BEIS and the Executive Agencies is at Annex B. 
 
 
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BEIS gender pay gap analysis report 
3. The data – Core BEIS 
In order to understand the picture in more detail, this section of the report provides a focus on 
Core BEIS only and excludes the Executive Agencies within the BEIS family. Core BEIS has 
asked each Executive Agency to consider their own pay gap figures in more detail and to work 
with the department on a plan of action on gender pay within each agency. We will encourage 
our Executive Agencies to publish information on how they are acting to reduce gender pay 
gaps. 
The Department for Business, Energy and Industrial Strategy (BEIS) was created as a result of 
a merger between the Department of Energy and Climate Change (DECC) and the 
Department for Business, Innovation and Skills (BIS), as part of the Machinery of Government 
(MoG) changes in July 2016.  
Core BEIS gender pay gap 
             
BEIS uses Civil Service grades ranging from Administrative Assistant to Senior Civil Servant 
and the figures in this report are based on these grades. Grades vary according to the level of 
responsibility that staff have. Each grade has a set pay range with pay gaps between grades.   
The gender pay gap figures for Core BEIS are a mean gap of 9% and a median gap of 15%. 
When pay is compared by grade, the gap reduces.   
Bonus pay 
 
 
           
The department offers both in year and end year performance awards, as well as gift vouchers. 
Awards reflect exceptional performance either consistently across the year or for delivery of 
specific, short term, one off achievements. The value of the award is dependent on 
performance level and is irrespective of gender. The bonus gap shows that there is no pay gap 
between men and women using the median average but a gap in favour of men of 3% when 
using the mean.  This is likely to be due to the level of performance award increasing for higher 
grades, and that currently more men occupy higher grades in Core BEIS. An equal proportion 
(71%) of men and women received a bonus in the year. 
 
 
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BEIS gender pay gap analysis report 
Pay by quartiles 
 
             
Women make up 58% of the lower quartile of BEIS pay and 42% of the upper quartile. As 49% 
of the department’s staff are women this illustrates that the pay gap is largely as a result of a 
higher concentration of women in more junior grades. The department’s Senior Civil Servants 
are made up of 45% women, whereas women make up 53% and 62% of the most junior AO 
and EO grades. 
The full set of figures for Core BEIS is set out in Annex A. 
Gender make-up of the department 
 
Grade 
Female 
Male 
SCS 
45% 
55% 
G6 
49% 
51% 
G7 
44% 
56% 
SEO 
46% 
54% 
FS 
46% 
54% 
HEO 
50% 
50% 
EO 
62% 
38% 
AO 
53% 
47% 
Grand Total 
49% 
51% 
 
The data indicates the main reason for the gender pay gap is that there are more men in 
higher grades. The core department (excluding agencies) had a gender split by grade as 
above on 31 March 2017.  
Women are over represented in more junior grades where pay is lower, and under-represented 
in more senior grades. Further detail on the grade balance in the core department can be 
found at Annex C. 
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BEIS gender pay gap analysis report 
In addition, there seem to be more men in roles that attract additional pay allowances. These 
are offered where there is a particular issue with recruitment and retention, and the department 
cannot otherwise compete in the market. An example would be the Oil and Gas sector, where 
more men are in roles where an additional allowance is payable. Further work would be 
required to investigate this fully, but we understand this is reflective of the wider employment 
market for this sector (where similar organisations seem to have a gender imbalance). 
4. Organisational context 
The data for Core BEIS in these calculations is based on BEIS employees at 31 March 2017.  
It should be noted that, at the time of extracting the data, the department was running two 
different pay structures, due to the merger of former BIS and former DECC in 2016. From 1 
April 2017, BEIS moved to a single pay structure.     
It is also worth noting that the BEIS Legal Department formed part of BEIS on 31 March 2017 
and is included in the figures, but is now part of the Government Legal Department. 
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BEIS gender pay gap analysis report 
5. Closing the gender pay gap 
BEIS is committed to reducing the Gender Pay Gap, and has introduced a range of measures 
to address this which are set out below. The department knows there is more to do though, 
and will be regularly reviewing our approach to ensure it is as effective as possible. 
The BEIS Diversity and Inclusion (D&I) strategy was launched in February 2017, and sets 
out the department’s commitment to achieving and advancing equality. This includes an action 
plan to help us embed D&I in our internal and external policies and practices, review 
performance management, talent development and recruitment processes, and expand our 
D&I goals and targets. We have already begun publishing quarterly diversity data on the staff 
intranet to hold ourselves to account and to analyse representation of women across the 
department, particularly at senior levels. 
Recruitment, retaining and developing a diverse workforce 
External recruitment is carried out under Civil Service Commission Principles; recruitment must 
be based on fair and open competition and successful candidates selected on merit. We also 
operate: 
• Mandatory mixed gender sift and interview panels 
• Anonymous sifting 
• Unconscious Bias training is a pre-requisite for all sift and interview panel members 
• Use of specialist recruitment channels to advertise jobs at all levels and encourage a 
diverse pool of applicants 
We are also working on: 
• Full equality assessments of job specs before they are advertised, including effective use 
of tools such as a ‘Gender decoder’ for adverts to assess how masculine or feminine the 
language in the advert is 
• Embedding diversity and inclusion into all stages of the recruitment process through our 
‘Inclusive by Design’ approach 
• Analysis to establish the scale of and the reasons why women leave the organisation 
Progression 
The department offers a range of support and development opportunities for women, including 
a Women’s Network and a senior Women’s network, which provides peer support and 
opportunities to influence the department’s decision making. BEIS also already offers a 
number of central cross-government talent and positive action schemes, two of which are 
specifically aimed at women: 
• Crossing Thresholds - a 12 month career mentoring programme for women to develop 
their career in a structured and supportive environment. The programme is aimed at AO-
G6 staff and is delivered through facilitated modules, mentoring sessions, and peer 
support groups.  
• Positive Action Pathways - a scheme for staff in under-represented groups, aimed at 
women, and also minority ethnic, disabled, and lesbian, gay, bisexual, and transgender 
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BEIS gender pay gap analysis report 
(LGBT) staff in all grades from AA to G6. The 1 year programme consists of development 
workshops, action learning sets, and on-the-job learning 
These programmes aim to overcome barriers and help women compete on equal footing for 
progression or other Civil Service talent schemes, e.g. the Future Leaders Scheme (FLS) and 
Senior Leaders Scheme (SLS), which are accelerated development schemes for high 
potential G7s and G6s (FLS) and Deputy Directors (SLS). BEIS promotes all cross-
government talent schemes through the department’s diversity networks, including the BEIS 
Women’s Network’s, to encourage staff from under-represented groups to apply. 
The Talent team in BEIS is also currently developing internal programmes to support staff 
including: 
• Aspiring Leaders programme, aimed at HEOs and SEOs with the potential for 
progression but who have limited line management/leadership experience (selection 
process underway; programme to be launched in February 2018) 
• Interdepartmental Talent Partnership, aimed at Grade 6/7s who are unsuccessful in 
applying for the FLS (to be launched in February 2018) 
• the Windsor Leadership Trust programme, aimed at Deputy Directors who are 
unsuccessful in applying for the SLS (to be launched in February 2018) 
We are also working on: 
• We held an SCS Women’s event in November 2017 to discuss the issues that women 
face in their careers and in the workplace. This will help to develop an action plan 
focussing on recruitment and retention of women in BEIS, as well as removing barriers 
to progression. 
Performance management 
We have been engaged in an organisation wide staff consultation on performance 
management as part of our Transformation Programme.  Some key areas of this consultation 
have been with our diversity networks on how to create a fairer, more transparent and 
unbiased approach to performance management. A clear focus on diversity and inclusion is in 
both our project design principles and the framework guidelines created by Cabinet Office.  
We are also working on:  
• Examining the performance management outcomes for 2017/18 for people declaring a 
disability and older workers as well as all our diverse groups. 
Pay systems 
Senior Civil Servants (SCS) in BEIS are covered by senior pay arrangements and controls 
which apply across the Civil Service. 
Grades below SCS are covered by the departmental annual pay award. For the reporting 
period (1 April 2016 – 31 March 2017), staff were subject to two separate pay awards (DECC 
and BIS).  
 
 
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BEIS gender pay gap analysis report 
We are also working on: 
• Exploring the impact of the first BEIS pay award implemented on 1 August 2017 for staff 
below SCS and using the outcomes to shape future decisions as we seek to reward our 
people and take action to reduce discrepancies 
• Reviewing the starting salaries of new joiners to establish the impact this is having on the 
pay gap 
Family friendly 
The department offers family friendly policies including flexibly working, maternity, paternity 
and parental leave. We also offer job share and part time opportunities.  
We are also working on:  
• Our Employee Value Proposition (EVP) to communicate our range of benefits to current 
staff and also prospective employees 
• Embedding a culture in BEIS where family friendly policies are not only offered, but 
normalised in working practices. 
6. Declaration 
We confirm that the calculations have been carried out in line with the regulations. 
 
 
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BEIS gender pay gap analysis report 
Annexes 
Annex A – Core BEIS figures (excluding Executive Agencies) 
Mandatory Gender Pay Gap Figures 
Snapshot date 
31/03/2017 
 
Gender pay gap (in favour of men) 
% 
Mean gender pay gap - Ordinary pay 
9% 
Median gender pay gap - Ordinary pay 
15% 
Mean gender pay gap - Bonus pay in the 12 months ending 31 March 
3% 
Median gender pay gap - Bonus pay in the 12 months ending 31 March 
0% 
 
The proportion of male and female employees paid a bonus in the 12 
months ending 31 March: 
%  
Male 
71% 
Female 
 71% 
 
Proportion of male and female employees in each quartile: 
 
 
Quartile 
Female % 
Male % 
Lower quartile 
58% 
42% 
Lower middle quartile 
48% 
52% 
Upper middle quartile 
44% 
56% 
Upper quartile 
42% 
58% 
 
* there are no contractors paid via the Core BEIS payroll and therefore no contractor information was available for 
these calculations. We intend to review the way we store information for this group of individuals to enable their 
data to be included in future publications. 
 
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BEIS gender pay gap analysis report 
Annex B – BEIS group figures (including Executive Agencies) 
Mandatory Gender Pay Gap Figures 
Snapshot date 
31/03/2017 
 
Gender pay gap (in favour of men) 
% 
Mean gender pay gap - Ordinary pay 
12% 
Median gender pay gap - Ordinary pay 
15% 
Mean gender pay gap - Bonus pay in the 12 months ending 31 March 
12% 
Median gender pay gap - Bonus pay in the 12 months ending 31 March 
15% 
 
The proportion of male and female employees paid a bonus in the 12 
months ending 31 March: 
%  
Male 
80% 
Female 
 76% 
 
Proportion of male and female employees in each quartile: 
 
 
Quartile 
Female % 
Male % 
Lower quartile 
60% 
40% 
Lower middle quartile 
46% 
54% 
Upper middle quartile 
40% 
60% 
Upper quartile 
39% 
61% 
* bonus data for IPO excludes in year bonus data as this was not available at the time. The data is being recorded 
for next year. 
* there are no contractors paid via the Core BEIS payroll and therefore no contractor information was available for 
these calculations. We intend to review the way we store information for this group of individuals to enable their 
data to be included in future publications. 
 
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BEIS gender pay gap analysis report 
Annex C – Core BEIS grade balance (excluding Executive Agencies) 
One of the main contributing factors to the BEIS pay gap is the gender balance at different 
grades. This table shows the proportion of men and women at each grade. 
Grade 
(increasing 
seniority) 
Number of men (% of men 
who work in this grade) 
Number of women (% of 
women who work in this 
grade) 
% female 
AA/AO 
61 (4%) 
70 (5%) 
53% 
EO 
124 (8%) 
203 (14%) 
62% 
HEO/SEO 
538 (34%) 
501 (34%) 
48% 
Grade 6/7 
719 (46%) 
604 (41%) 
46% 
SCS (centrally 
managed) 
125 (8%) 
101 (7%) 
45% 
Total 
1,567 
1,479 
49% 
 
In comparison, this table shows the proportion of men and women at each grade in the civil 
service overall: 
Grade 
(increasing 
seniority) 
Number of men (% of men 
who work in this grade) 
Number of women (% of 
women who work in this 
grade) 
% female 
AA/AO 
62,688 (34%) 
86,861 (40%) 
58% 
EO 
48,308 (26%) 
62,463 (29%)  
56% 
HEO/SEO 
51,003 (27%) 
47,846 (22%) 
48% 
Grade 6/7 
22,566 (12%) 
18,801 (9%) 
45% 
SCS (centrally 
managed) 
2,466 (1%) 
1,771 (1%) 
42% 
Total 
193,100 
226,380 
54% 
* SCS data from Cabinet Office SCS database. Other data from ONS’s Civil Service Statistics 2017. Both as at 
31/03/17. 
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