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 
report 
Report for the year 2018 
Updated March 2019 

© Crown copyright 2019 
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BEIS Gender Pay Gap report 2018 
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Contents 
Background _______________________________________________________________ 4
Organisational context _______________________________________________________ 4
The data – BEIS and the Executive Agencies _____________________________________ 5
Gender make-up of the organisation __________________________________________ 5
Bonus pay _______________________________________________________________ 5
Pay by quartiles __________________________________________________________ 6
The data – Core BEIS _______________________________________________________ 7
Core BEIS gender pay gap __________________________________________________ 7
Bonus pay _______________________________________________________________ 7
Closing the gender pay gap ___________________________________________________ 8
Our processes: recruitment, retaining and developing a diverse workforce _____________ 8
Performance management __________________________________________________ 9
Flexible working __________________________________________________________ 9
Learning and development __________________________________________________ 9
Working with the D&I networks ______________________________________________ 10
Our inclusive culture ______________________________________________________ 10
Next steps ______________________________________________________________ 11
Holding ourselves to account _______________________________________________ 11
Declaration _______________________________________________________________ 11
Annexes _________________________________________________________________ 12
Annex A – BEIS group figures (including Executive Agencies) _____________________ 12
Annex B – Core BEIS (excluding Executive Agencies)____________________________ 13
Annex C – Difference since last year _________________________________________ 16

BEIS Gender Pay Gap report 2018 
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Background 
The Department for Business, Energy and Industrial Strategy (BEIS) has prepared this report 
as part of the legal requirement for public authorities to publish their gender pay gap on an 
annual basis. 
In 2017, 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 relevant organisations 
to publish their gender pay gap by 30 March annually. This includes the 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. 
BEIS supports the fair treatment and reward of all staff irrespective of gender. In October 2017 
the new Civil Service Diversity and Inclusion Strategy was published. This important document 
sets out new programmes and initiatives to realise our ambition to become the UK's most 
inclusive employer by 2020. The Civil Service, including BEIS, wants to create a diverse and 
representative workplace – one that will attract talented people from all backgrounds, and give 
everyone, including those already working for us, the opportunity to achieve their potential. We 
also want to ensure that we reach our vision of ‘an economy that works for everyone’, at the 
same time as being a great place to work. 
This report 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. 
Organisational context 
We are looking to create a culture and way of working which is truly and actively inclusive of 
everyone. We want to make sure our decisions, internal and external processes and polices 
take D&I into account from the earliest of stages. 
Our ambition is to become a role model for business and the Civil Service; taking individual 
and collective action to ensure effective outcomes for everyone in the UK and make BEIS a 
great place to work for our colleagues and for ourselves. 

BEIS Gender Pay Gap report 2018 
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The data – BEIS and the Executive Agencies 
The Gender Pay Gap 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. 
This report provides our gender pay gap, using the Government Equalities Office methodology, 
on the snapshot date of 31 March 2018. For bonuses, we used the period of 1 April 2017 to 31 
March 2018, which was the 12 months preceding the snapshot date. 
Gender make-up of the organisation 
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 11% and a 
median gap of 14%. This is lower than the median gap (17.9%) in 2018 across the whole 
economy as reported by the ONS. 
Mean Pay Gap 
11% 
Median Pay Gap 
14% 
This is an improvement compared to last year when we reported a mean gap of 12% and a 
median gap of 15%.  
Bonus pay 
The Gender Bonus Gap for BEIS including Executive Agencies is a mean gap of 15% and 
a median gap of 27%.        
Mean Bonus Gap 
15% 
Median Bonus Gap 
27% 
Last year, we reported a mean gap of 12% and a median gap of 15%. 

BEIS Gender Pay Gap report 2018 
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Pay by quartiles  
The combined quartiles for BEIS including Executive Agencies is shown below. 
Men 
Women 
Men 
Women 
Men 
Women 
Men 
Women 
53%
47% 
41%
59% 
63%
37% 
60%   40% 
Lower Quartile 
Lower Middle  
Quartile 
Upper Middle  
Quartile 
Upper Quartile 
There has been a significant reduction in the proportion of women in the lower quartile since 
last year (60% to 47%) and a similar rise in the proportion in the lower middle (46% to 59%).  
This has been partly offset, but not outweighed, by the increase in men in the upper middle 
(60% to 63%). There was a small decline in the proportion of men in the upper quartile (61% to 
60%). 
The full set of data for BEIS and the Executive Agencies is at Annex A. 

BEIS Gender Pay Gap report 2018 
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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. 
Core BEIS gender pay gap 
Mean Pay Gap 
Median Pay Gap 
5% 
13% 
The gender pay gap figures for Core BEIS are a mean gap of 5% and a median gap of 13%. 
This is a significant improvement on last year when we reported a mean gap of 9% and a 
median gap of 15%. 
When pay is compared by grade, the gap reduces further.   
Bonus pay 
Mean Bonus 
Gap 
Median Bonus 
Gap 
Proportion of 
men and women 
receiving a 
bonus 
Total 
Total 
Men 
Women 
1% 
-5% 
73% 
77% 
The bonus gap shows that there is a gap in favour of women using the median average but a 
gap in favour of men of 1% when using the mean. Women were also more likely to receive a 
bonus than men. The difference in figures between the mean and the median will be driven by 
the differing sizes of bonuses available to those in the SCS compared to other grades and the 
larger proportion of men in the SCS in the department. 
Last year, we reported a mean gap of 3% and a median gap of 0%. 
The full set of figures for Core BEIS and further analysis are set out in Annex B. 
Additional tables showing difference since last year can be found in Annex C. 

BEIS Gender Pay Gap report 2018 
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Closing the gender pay gap 
According to our analysis the difference in grade distribution between males and females is 
likely to be the main driver of the overall BEIS GPG. BEIS is committed to continuing to reduce 
the overall gap and this is demonstrated through the following initiatives. 
Our processes: recruitment, retaining and developing a diverse 
workforce 
At BEIS, we abide with the Recruitment Principles of fair and open competition with candidates 
selection based on merit. We are accountable to the Civil Service Commission. To ensure 
fairness we use the following methods:  
• Mandatory mixed gender sift and interview panels. 
• Blind Sifting: where all identifiable characteristics are removed. 
• Use of specialist recruitment channels, such as VERCIDA, to advertise jobs at all levels 
and encourage a diverse pool of applicants.  
• We have started a 12-month subscription with Working Mums, a jobs board that 
advertises part time and flexible working for parents, with a focus on mothers. Our 
subscription includes a profile page about BEIS and positive advertisement of our 
flexible working policies. 
• Profile established on the Civil Service careers website that was checked for gender 
neutral tones and representation.  
• Introduction of a new recruitment method (Success Profiles) which has gone through 
rigorous equality analysis.  
The Success Profiles Framework moves recruitment away from using a purely 
competency-based system of assessment. It introduces a more flexible framework 
which assesses candidates against a range of elements using a variety of selection 
methods. This will give the best possible chance of finding the right person for the job, 
driving up performance and improving diversity and inclusion. The elements that can be 
assessed to find the best candidate for the role are: strengths, behaviours, technical, 
experience and ability. 
Early indicators suggest this has had a positive impact on gender outcomes. 
• We have held focus groups and workshops investigating how we can embed D&I 
strategies throughout out recruitment processes. 
• Advertise all jobs as available for flexible working, full-time, job share or part time unless 
this is a very strong business case not to. 
We are also working on: 
• We are in the process of acquiring an augmented advert writing tool to be used for all 
our adverts that improves diversity outcomes, gender tones and attraction. This will 
ensure we run a full equality assessment of all job adverts.  
• Exploring advertising BEIS jobs on women-focused job sites such as mumsnet.com and 
wherewomenwork.com 

BEIS Gender Pay Gap report 2018 
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Performance management 
After an extensive consultation period and engagement with the organisation, we successfully 
implemented a new performance management approach in April 2018 which is intended to be 
better, simpler, fairer and more transparent. We worked with all important stakeholder groups, 
including discussing the approach with the trade unions and networks chairs, who were used 
as a sounding board whilst designing and shaping the new approach. The performance 
management approach sees a focus on good-quality conversations, with a real focus on 
development. Running alongside the new performance management approach is a new in-
year reward system, and the two have allowed us to monitor diversity of outcomes on pay and 
performance more easily.  
We are also looking at introducing technology, including Artificial Intelligence, to further 
improve the Performance Management and In-Year Award processes. These products will 
help us to gather and analyse real-time data on the diversity of those who are being nominated 
and who are nominating awards. 
Flexible working 
BEIS offers family friendly policies including flexible working, maternity, paternity and parental 
leave. We also offer job share, term-time and part time working, reduced hours and 
compressed hours opportunities. 
Shared Parental Leave 
The BEIS Shared parental leave policy was introduced in May 2017. 
Shared parental leave provide parents with the opportunity to share the care of their baby/child 
in the first year following birth/adoption, while balancing their work and retaining their link to the 
labour market. 
Learning and development 
The department offers a range of support and development opportunities for women, including 
a Women’s Network and a Senior Women’s Group 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 those in under-represented groups, aimed at 
women, and also minority ethnic, disabled, and lesbian, gay, bisexual, and transgender 
(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 

BEIS Gender Pay Gap report 2018 
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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 those from under-represented 
groups to apply.  
In addition in 2018 BEIS has also launched two internal leadership development programmes:  
• Aspiring Leaders programme, aimed at HEOs and SEOs with the potential for 
progression but who have limited line management/leadership experience. 
• Interdepartmental Talent Partnership, aimed at Grade 6/7s with the potential and 
aspiration to the senior civil service. 
BEIS also has a comprehensive mentoring offer in place. This comprises: 
• Mentoring for all with an online tool to help individuals search for a mentor and/or 
register to act as a mentor.  
• Reverse mentoring. This form of mentoring is a joint HR and the Faith and Minority 
Ethnic (FAME) Network venture, where a person from an underrepresented group or 
background mentors a senior civil servant (SCS).  
• Pairing for performance. This matches a member of the SCS with an upward mentor, 
who observes their senior partner as they undertake their work and then offers insights. 
The programme provides mutual benefits. Mentors gain feedback skills they can employ 
in many situations, and mentees receive tailored, high-quality feedback on how they act 
and present themselves. All grades up to G7 are eligible to participate as mentors, and 
SCS volunteers are welcome. 
Working with the D&I networks 
The diversity networks have played an incredibly important role in helping to deliver D&I 
activity across BEIS. Since the department’s formation, the networks have shared the desire to 
celebrate difference and to improve the working lives of our people. The support networks 
include: Age Network, Carers Network, Capability Action Network, Domestic Violence, EU 
Nationals Network, LGBT+ Network, Faith and Minority Ethnic, Multi-Faith, Parental Support 
Network, Part-Time Workers Network, Schools Outreach, Social Mobility Network, 
Volunteering Network, Wellbeing and Mental Health Group and Women's Network. 
Our inclusive culture 
Inclusive by Design Pledges 
BEIS aims to embed D&I into all our key decisions on policy, procedure and process. Last year 
we asked all our directorates to make D&I pledges. They are a commitment to making diversity 
and inclusivity part of everything we do at BEIS – how we recruit, promote and retain staff, how 
we treat the people around us, and how we deliver what we do. The HR team is monitoring 
progress of the pledges and helping in making them a reality. 

BEIS Gender Pay Gap report 2018 
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Next steps 
To inform our action plan for the GPG the D&I team reviewed the paper published by the 
Behavioural Insight Team (BIT) and the Government Equalities Office (GEO) as well as 
consulting with the BEIS GPG working group. As a result of our analysis we aim to improve our 
recruitment and talent policies and practices. We will monitor the outcomes through ongoing 
collaboration with the Women's Network. 
We will: 
• Analyse our recruitment and talent data to ensure we offer effective support and 
development opportunities for underrepresented groups 
• Set up internal targets for women in SCS and G7/6 appointments. Equally we will aim to 
recruit more men into AO-EO roles 
• Implement behavioural and cultural changes (through our Inclusive by Design 
Programme). The Inclusive by Design Programme is a key activity committed to by the 
BEIS Diversity and Inclusion (D&I) Strategy 2017-2020. The project aims to improve 
BEIS decision making processes, making it less prone to bias. 
Holding ourselves to account 
We will analyse salary, talent and recruitment data to ensure we monitor the progress on 
reducing BEIS gender pay gap.  
We believe the above actions will improve recruitment and progression of women and will help 
BEIS to reduce the gender pay gap. 
Declaration 
We confirm that data reported by the Department for Business, Energy and Industrial Strategy 
is accurate and has been calculated according to the requirements and methodology set out in 
the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. 
Director General Corporate Services: Sarah Harrison 
BEIS Permanent Secretary: Alex Chisholm 

BEIS Gender Pay Gap report 2018 
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Annexes 
Annex A – BEIS group figures (including Executive Agencies) 
Mandatory Gender Pay Gap Figures 
Snapshot date 
31/03/2018 
Gender pay gap (in favour of men): 
Pay gap / Bonus gap 
% 
Mean gender pay gap - Ordinary pay 
11% 
Median gender pay gap - Ordinary pay 
14% 
Mean gender pay gap - Bonus pay in the 12 months ending 31 March 
15% 
Median gender pay gap - Bonus pay in the 12 months ending 31 March 
27% 
The proportion of male and female employees paid a bonus in the 12 months ending 31 
March: 
Employees 
% 
Male 
83% 
Female 
84% 
Proportion of male and female employees in each quartile: 
Quartile 
Female % 
Male % 
Lower quartile 
47% 
53% 
Lower middle quartile 
59% 
41% 
Upper middle quartile 
37% 
63% 
Upper quartile 
40% 
60% 
* 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. 

BEIS Gender Pay Gap report 2018 
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Annex B – Core BEIS (excluding Executive Agencies) 
In order to understand the picture in more detail, this annex to the report provides a focus on 
Core BEIS only and excludes the Executive Agencies within the BEIS family. As stated in the 
main report, 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. 
Core BEIS gender pay gap 
Mean Pay Gap 
5% 
Median Pay Gap 
13% 
BEIS uses Civil Service grades ranging from Administrative Officer 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 5% and a median gap of 13%. 
This is a significant improvement on last year when we reported a mean gap of 9% and a 
median gap of 15%. 
When pay is compared by grade, the gap reduces further.   
Bonus pay 
Mean Pay Gap 
Total 
1% 
Median Pay Gap 
Total 
-5% 
Proportion of 
men and women 
receiving a 
bonus 
Men 
73% 
Women 
77% 
This year, the department offered both in year and end year performance awards, as well as 
reward 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 a gap in favour of women using the median average but a gap in favour of men of 1% when 
using the mean. Women were also more likely to receive a bonus than men. The difference in 
figures between the mean and the median will be driven by the differing sizes of bonuses 

BEIS Gender Pay Gap report 2018 
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available to those in the SCS compared to other grades and the larger proportion of men in the 
SCS in the department. 
Last year, we reported a mean gap of 3% and a median gap of 0%. 
Pay by quartiles  
Men 
Women 
Men 
Women 
Men 
Women 
Men 
Women 
46%
54% 
57%
43% 
56%
44% 
55%   45% 
Lower Quartile 
Lower Middle  
Quartile 
Upper Middle  
Quartile 
Upper Quartile 
Women make up 54% of the lower quartile of BEIS pay and 45% of the upper quartile. As  
47% 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 and Grade 6 posts are made up of 44% and 42% of women respectively, whereas 
women make up 51% and 59% of the most junior AO and EO grades. 
The full set of figures for Core BEIS is set out below. 
Gender make-up of the department 
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 
54 (2%) 
56 (2%) 
51% 
EO 
144 (4%) 
204 (6%) 
59% 
HEO/SEO/FS 
723 (21%) 
620 (18%) 
46% 
Grade 6/7 
783 (23%) 
626 (18%) 
44% 
SCS 
(centrally 
managed) 
126 (4%) 
100 (3%) 
44% 
Total 
1,830 
1,606 
47% 

BEIS Gender Pay Gap report 2018 
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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 
63,465 (15%) 
84,814 (20%) 
57% 
EO 
47,806 (11%) 
62,295 (14%) 
57% 
HEO/SEO 
53,705 (12%) 
52,442 (12%) 
49% 
Grade 6/7 
24,500 (6%) 
21,110 (5%) 
46% 
SCS 
3,152 (0.73%) 
2,346 (0.55%) 
43% 
Total 
198,420 
231,655 
54% 
* All data from ONS’s Civil Service Statistics 2018 as at 31/03/17. 
47% 
of the department’s workforce 
are women 
44% 
of the department’s Senior Civil 
Service are women 
The data indicates the main reason for the gender pay gap is that there are proportionally more 
men in higher grades. This then feeds through to the pay gap figures due to the relatively high 
proportion of more senior grades in the Department compared to the Civil Service average.  
The Core Department (excluding agencies) had a gender split by grade as above on 31 March 
2018.  
Women are over represented in more junior grades where pay is lower and under-represented 
in more senior grades.  
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. There are some areas where the gender balance of 
those receiving such enhancements is balanced but there are others where the mix is tilted 
towards one gender or the other.  Overall though men are more likely to receive such an 
enhancement. Further work would be required to investigate this fully, but the initial evidence is 
that this is reflective of the wider employment market (for example, the need to recruit staff with 
expertise in Science, Engineering, Technology and Mathematics areas where there is a long 
recognised gender imbalance as well as a shortage of suitably qualified individuals). 

BEIS Gender Pay Gap report 2018 
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Annex C – Difference since last year 
BEIS group figures (including Executive Agencies) 
Gender pay gap (in favour of men): 
Pay gap / Bonus gap 
2017 
2018 
Mean gender pay gap 
12% 
11% 
Median gender pay gap 
15% 
14% 
Mean bonus gender pay gap 
12% 
15% 
Median bonus gender pay gap  
15% 
27% 
The proportion of male and female employees paid a bonus: 
Employees 
2017 
2018 
Male 
80% 
83% 
Female 
76% 
84% 
Proportion of male and female employees in each quartile BEIS group figures (including 
Executive Agencies) 
Quartile 
2017 
2018 
 
Female 
Male 
Female 
Male 
Lower quartile 
60% 
40% 
47% 
53% 
Lower middle quartile 
46% 
54% 
59% 
41% 
Upper middle quartile 
40% 
60% 
37% 
63% 
Upper quartile 
39% 
61% 
40% 
60% 

BEIS Gender Pay Gap report 2018 
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Core BEIS figures (excluding Executive Agencies) 
Gender pay gap (in favour of men): 
Pay gap / Bonus gap 
2017 
2018 
Mean gender pay gap 
9% 
5% 
Median gender pay gap 
15% 
13% 
Mean bonus gender pay gap 
3% 
1% 
Median bonus gender pay gap  
0% 
-5% 
The proportion of male and female employees paid a bonus: 
Employees 
2017 
2018 
Male 
71% 
73% 
Female 
71% 
77% 
Proportion of male and female employees in each quartile CORE BEIS figures (excluding 
Executive Agencies) 
Quartile 
2017 
2018 
 
Female 
Male 
Female 
Male 
Lower quartile 
58% 
42% 
54% 
46% 
Lower middle quartile 
48% 
52% 
43% 
57% 
Upper middle quartile 
44% 
56% 
44% 
56% 
Upper quartile 
42% 
58% 
45% 
55% 

 
 
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