BEIS: gender pay gap report, 2020 (PDF)
Source: data.gov.uk (2022-11-25)

BEIS: gender pay gap information. Data on the difference in employees’ average earnings releases from April 2016 .

December 2020 
The Department for 
Business, Energy, and 
Industrial Strategy Gender 
Pay Gap Report  
Report for 2020 
 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
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3 
Contents 
Foreword from the Permanent Secretary _________________________________________ 4 
Introduction _______________________________________________________________ 5 
2020 Headline figures _______________________________________________________ 6 
The data – BEIS and the Executive Agencies _____________________________________ 7 
The data – BEIS and the Executive Agencies ___________________________________ 7 
2020 Gender make up of the Department (BEIS and Executive Agencies) ___________ 8 
The data – Core BEIS ______________________________________________________ 8 
Gender make-up of the Department (Core BEIS) _______________________________ 9 
Organisational Context _______________________________________________________ 9 
Closing the gender pay gap __________________________________________________ 10 
Our processes: recruiting, retaining, and developing a diverse workforce _____________ 10 
Performance Management _______________________________________________ 11 
Flexible Working _______________________________________________________ 11 
Shared Parental Leave __________________________________________________ 11 
Learning, Development and Talent _________________________________________ 12 
Diversity and Inclusion __________________________________________________ 13 
Conclusion _______________________________________________________________ 14 
Next Steps _____________________________________________________________ 14 
Holding ourselves to account _______________________________________________ 14 
Declaration _______________________________________________________________ 15 
Annex A – BEIS group figures (including Executive Agencies) _______________________ 16 
Gender pay gap (in favour of men): __________________________________________ 16 
The proportion of men and women employees paid a bonus: ______________________ 16 
Proportion of men and women employees in each quartile BEIS group figures (including 
Executive Agencies) ______________________________________________________ 17 
Annex B – core BEIS figures (excluding Executive Agencies) ________________________ 18 
The proportion of men and women employees paid a bonus: ______________________ 18 
Proportion of men and women employees in each quartile CORE BEIS figures (excluding 
Executive Agencies) ______________________________________________________ 19 
 
 

BEIS Gender Pay Gap Report 2020 
4 
Foreword from the Permanent Secretary  
This report sets out our gender pay gap and what we are doing to close it. Diversity and 
inclusion are critical values for us. They make us a better Department - a better employer, that 
makes better and more innovative decisions, and can better protect the economic prosperity of 
the UK. Addressing the gender pay gap, in particular by ensuring greater representation of 
women at senior levels, is a very important part of this journey. 
Over the past few years, we have taken concerted action to tackle the gender pay gap within 
the department and this has helped reduce the gender pay gap significantly from the point the 
department was created. However, this year’s figures show a small increase from 2019. I am 
proud of how BEIS colleagues have worked to support each other with kindness, compassion, 
and flexibility during the unprecedented year we have had, and see the results in that context. 
Looking ahead, we are committed to ensuring the progress we have made since 2017 does 
not reverse. This year we launched our refreshed Diversity and Inclusion Strategy. This 
focuses not only on who we are (which is often what we see directly reflected in “the stats”), 
but also how we behave and how we ensure all our people feel valued and supported. We 
introduced new measures this year, including the use of software which enables us to produce 
job adverts that attract more diverse candidates and avoid gendered language, independent 
panel member training to tackle unconscious bias and promote diverse thought, and the use of 
specialist recruitment channels to promote our flexible working opportunities and inclusive 
working culture. In 2021 we will monitor the impact of these steps and ensure that these 
measures are delivering the results we expect.  
Our pay gap is caused by women being more represented at lower grades, and less 
represented at higher grades. I am pleased that women make up 47% of our Senior Civil 
Service, but we know that there is still more to do. Data will play a key role in our approach, 
particularly in terms of recruitment and talent data analysis, to help us improve our gender 
balance in our talent pipeline. We know that what happens at the team level is vital in ensuring 
that everyone in BEIS has what they need to make diversity and inclusion work, so we will 
measure and regularly review representation of women in different parts of the organisation 
and support teams with local action plans. We will also offer support and development 
opportunities for women through sponsorship and mentoring, and we will work closely with our 
Women Empowered Network, ensuring that they are involved in influencing the department’s 
decision-making.   
I am committed to ensuring that BEIS continues to support women to achieve their potential so 
that we can capitalise on our diverse talent and represent the communities we serve. This will 
support our vision of building a stronger, greener future for the UK, and continuing to make 
BEIS a great place to work. 
Sarah Munby, Permanent Secretary  

BEIS Gender Pay Gap Report 2020 
5 
Introduction 
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 men and women 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 
several 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. The Civil 
Service, including BEIS, wants to create a diverse and representative workplace, supporting an 
inclusive, flexible, modern, and connected Civil Service. Encouraging openness, challenge, 
innovation, and excellence, in everything we do.  
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. 
 
 
 
 
 

BEIS Gender Pay Gap Report 2020 
6 
2020 Headline figures 
 
This is the fourth year BEIS have published Gender Pay Gap figures. For context, we have 
therefore included the figures from previous years (2017, 2018 and 2019) in our analysis (the 
full data is set out in annexes A and B). Please note when comparing to previous years, this is 
the second year we have presented the data to a decimal point to bring us in line with other 
government departments. 
The headline 2020 Gender Pay Gap figures (for BEIS including Executive Agencies) show a 
mean gender pay gap of 10.2% and a median gender pay gap of 10.7%.  
Gender Pay Gap 
2017 
2018 
2019 
2020 
Mean gender pay gap 
12% 
11% 
10.1% 
10.2% 
Median gender pay gap 15% 
14% 
10.2% 
10.7% 
 
For core BEIS, so excluding Executive Agencies, the headline 2020 Gender Pay Gap figures 
show a mean gender pay gap of 5.9%, and the median gender pay gap of 13.5%. 
Gender Pay Gap 
2017 
2018 
2019 
2020 
Mean gender pay gap 
9% 
5% 
5.5% 
5.9% 
Median gender pay gap 15% 
13% 
12.7% 
13.5% 
 
Disappointingly the gap has marginally widened within BEIS for 2020 due to changes in the 
composition of the Department’s workforce. Comparing the gender make-up of the department 
in 2019 to 2020, we can see an increase in women at AO and EO grades, whereas the 
proportion of women in grades HEO and above has decreased.  
The figures show that of those employed across BEIS, 51% of men are at Grade 7 or above, 
compared to 45% of women. As the GPG calculations look at the total workforce, the 
departmental pay gap in BEIS can be attributed to an uneven split of men and women by 
grade – with more men occupying higher grades.  
 

BEIS Gender Pay Gap Report 2020 
7 
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 year, the data collection and publication process for the Annual Civil Service Employment 
Survey (ASCES) is being aligned to accommodate GEO regulations and methodology for 
Gender Pay Gap reporting. 
This report provides our gender pay gap, using the Government Equalities Office methodology, 
on the snapshot date of 31 March 2020. For bonuses, we used the period of 1 April 2019 to 31 
March 2020, which was the 12 months preceding the snapshot date. 
The data – BEIS and the Executive Agencies 
The Gender Pay Gap for BEIS including Executive Agencies for 2020 is a mean pay gap of 
10.2% and a median pay gap of 10.7%.  
The mean bonus gap is 12.9% and the median bonus gap is 15.8% These figures have 
fluctuated over the last four reporting years but are in line with previous years.  
The proportion of men who received a bonus is 87.5% and the proportion of women is 86.2%. 
there has been a year on year increase since first reporting in 2017.  
As demonstrated by the table below, the pay gap seems to be driven by an uneven gender 
split by grade. There are more men in higher grades and more women in lower grades. 
 
 
 
 

BEIS Gender Pay Gap Report 2020 
8 
2020 Gender make up of the Department (BEIS and Executive Agencies) 
 
 
The data – Core BEIS 
For core BEIS (excluding the Executive Agencies), the mean pay gap is 5.9% and the median 
pay gap is 13.5%.  
As in previous years, the pay gap seems to be driven by an uneven gender split by grade, with 
more women occupying roles in lower grades, and more men occupying roles in higher grades 
(see table below). The differences have widened in 2020, leading to a widening of the gender 
pay gap. 
 
 
 
 
Grade 
Number of men (% 
of men who work in 
this grade) 
Number of women 
(% of women who 
work in this grade) 
% of grade 
that are men 
% of grade that 
are women 
AA/AO 
472 (8.5%) 
895 (17.4%) 
34.5% 
65.5% 
EO 
625(11.2%) 
812 (15.8%) 
43.5% 
56.5% 
HEO/SEO/FS 
2527(45.3%) 
2038 (39.7%) 
55.4% 
44.6% 
G6/7 
1782(31.9%) 
1245 (24.2%) 
58.9% 
41.1% 
SCS 
177(3.2%) 
138(2.7%) 
56.2% 
43.8% 
Total 
5582(52.1%) 
5129 (47.9%) 
52.1% 
47.9% 

BEIS Gender Pay Gap Report 2020 
9 
 
Gender make-up of the Department (Core BEIS) 
2020 Gender make-up of the department (core BEIS) 
 
 
Organisational Context 
 
BEIS is committed to developing and embedding a truly inclusive culture where Diversity and 
Inclusion (D&I) are a core part of all decision making, policy creation and delivery, and the 
Department’s working environment. This will help us to deliver policies for UK businesses with 
an understanding of and focus on real-world outcomes which create an economy for everyone.  
This will also help us to develop and retain a diverse and talented workforce, improving overall 
outcomes by maximising  diversity, which will be reflected in the thoughts and actions of those 
working in BEIS.  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. 
 
Grade 
Number of men 
(% of men who 
work in this 
grade) 
Number of women 
(% of women who 
work in this grade) 
% of grade that 
are men 
% of grade that 
are women 
AA/AO 
39 (1.7%) 
54 (2.6%) 
41.9% 
58.1% 
EO 
161 (7.2%) 
238 (11.6%) 
40.4% 
59.6% 
HEO/SEO/FS 
901 (40.2%) 
836 (40.9%) 
51.9% 
48.1% 
G6/7 
1008 (44.9%) 
807 (39.5%) 
55.5% 
44.5% 
SCS 
134 (6%) 
110 (5.4%) 
54.9% 
45.1% 
Total 
2243 (52.3%) 
2045 (47.7%) 
52.3% 
47.7% 

BEIS Gender Pay Gap Report 2020 
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Closing the gender pay gap 
Our processes: recruiting, retaining, and developing a diverse 
workforce  
At BEIS, we abide by the recruitment principles of fair and open competition with candidate’s 
selection based on merit and with accountability to the Civil Service Commission. To ensure 
fairness we use the following methods: 
Mandatory mixed gender sifts 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. In 2020 we have posted 130 job adverts with 47 
applicants applying from this website. 
A 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. In 2019-2020 we have advertised 83 
jobs, with 392 applications from the website. 
A profile established on the Civil Service careers website that was checked for gender neutral 
tones and representation 
Continued use of success profiles in our recruitment processes, which is based on a flexible 
framework to assess candidates against a range of elements using a variety of selection 
methods. Moving away from a purely competency-based system of assessment, success 
profiles aim to increase the opportunity of finding the right person for the job, driving up 
performance and improving diversity and inclusion. We have trained numerous staff at BEIS to 
use success profiles effectively in the recruitment process to deliver these aims.  
Holding 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 have acquired a contract with Textio; an augmented advert writing tool that helps people 
write inclusive job adverts. Textio suggests changes to get a more qualified and diverse 
candidate pool with a focus on increasing gender-neutral language in adverts. Textio scores 
adverts out of 100 and we are aiming for all our adverts to be at least 90 or above. As of April 
2020, we have 561 users and have had 1,287 job ads written and edited on textio. 

BEIS Gender Pay Gap Report 2020 
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We have rolled out Independent panel member training to increase understanding and 
awareness of the role of the independent panel members at interviews. This involves 
understanding unconscious bias and promoting diverse thought and opinion to ensure 
inclusion is embedded at the interview stage.  
We work closely with the D&I team to ensure our processes and guidance are constantly 
reviewed and aligned with emerging policies such as the race action plan and other diversity 
projects.  
 
Performance Management 
The performance management policy and process emphasise the importance of quality 
conversations between staff and their managers with a focus on development. Diversity and 
inclusion remain a key priority for the Department and throughout 2019/20 we have monitored 
performance outcomes and the distribution of reward to ensure diversity considerations are 
accounted for. It has been just over two years since BEIS launched its performance 
management system in April 2018 and the feedback it has received has been positive.  
Now that the system has been embedded, we are undertaking an internal review to ensure that 
benefits of our performance management approach are fully realised and we embed a culture 
of continuous policy improvement. 
Our focus for 2020/21 will be: 
To analyse our data and feedback following the performance management review and produce 
a report and action plan based on the findings. 
To continue work to improve diversity outcomes and tackle any disparities identified for 
individuals with protected characteristics. 
 
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 provides 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. Take up of Shared parental leave has been positive, 
with an increase in 2020.  

BEIS Gender Pay Gap Report 2020 
12 
 
 
 
 
 
 
 
 
 
Learning, Development and Talent 
Learning and development 
The Department’s Women Empowered Network offers peer support and developmental 
opportunities to equip their members with the skills and knowledge they need to reach the 
levels to which they aspire, to improve the pipeline to all grades and to empower members to 
take learning and development into their own hands.  
BEIS offers a range of cross-government talent and positive action schemes, including 
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. 
BEIS has supported Positive Action Pathways, a scheme for those in under-represented 
groups, including women. The one-year programme comprises development workshops, 
action learning sets, and on-the-job learning. PAP is at the time of writing under review and 
intake has paused.  
All talent programmes are promoted through the Department’s diversity networks, including 
the BEIS Women Empowered Network’s, to encourage those from under-represented groups 
to apply. All talent programmes aim to overcome barriers and help women and others compete 
on equal footing for progression or other Civil Service talent schemes.  
Our learning offer has adapted to the changes imposed by Covid-19 and we feel that has 
meant greater accessibility and increased opportunities for those with caring responsibilities. 
Many learning programmes are now broken into shorter, more frequent sessions; all are 
delivered virtually, some are recorded, and many are accompanied by online resources that 
can be used at any time. Altogether they give a flexibility that is of value to those for whom 
travelling into work for training that began early in the morning and finished late afternoon 
meant attendance was difficult.  
Shared Parental leave take up in BEIS  
(number of cases) 
2017 
25 
2018 
36 
2019 
31 
2020 
35 

BEIS Gender Pay Gap Report 2020 
13 
Finally, our learning offer includes coaching, a hugely effective, motivational, and supportive 
intervention available through Civil Service Learning to every individual. 
We also have a range of one-to-one opportunities, including  
• Mentoring, matching of individuals with experts and role models  
• Reverse mentoring in which a person from an underrepresented group or background 
mentors a senior civil servant.  
• We also have an opportunity for EOs-G7 in Pairing for Performance, which provides 
SCS with tailored, high-quality feedback from EOs-G7 on how our SCS act and present 
themselves.  
 
Diversity and Inclusion  
Our inclusive culture 
BEIS aims to embed D&I into all our key decisions on policy, procedure, and process. 
BEIS’s vision is to capitalise on difference to solve some of the most important and complex 
policy challenges facing the country, business, and the environment. We believe diversity and 
inclusion are the right thing to do, and that they make us a more innovative and welcoming 
Department which is a better employer, makes better decisions, and can better protect the 
economic prosperity of the UK. 
Earlier this year BEIS launched its new Diversity & Inclusion Strategy, which focuses on 
ensuring that we are diverse in our identity and thought, that we are inclusive of difference, and 
that we are capitalising on difference in our work. This will include making sure that our internal 
processes are as inclusive as possible, and that different parts of BEIS have the tools to make 
D&I work in the context of their areas. For example, we have already launched a Workplace 
Empathy Development Programme to help define inclusive behaviours in teams and foster a 
culture where it is safe to challenge. 
We continue to utilise and monitor the initiatives introduced in 2019 to make our recruitment 
processes more inclusive. This includes Textio, a piece of software analysing job adverts, and  
continuing to build on our Diverse Panels initiative to ensure interviews are more inclusive and 
representative. We also have an SCS Sponsorship Scheme in place to support women, BAME 
and disabled G6/7 staff who aspire to become part of the Senior Civil Service. 
We will continue to monitor progress and the impact of initiatives against our representation 
targets and data. Each Director General Group will also monitor progress against their own 
localised representation goals and action plans.   
 

BEIS Gender Pay Gap Report 2020 
14 
Working with our Diversity Networks 
BEIS Diversity Networks also continue to play an important role in supporting our D&I activity 
across the Department. Since the Department’s formation, the networks have shared the 
desire to celebrate difference and to improve the working lives of our people. BEIS Diversity 
Networks are actively consulted about policies and processes within the department before 
they are introduced. We have an active Women Empowered Network which aims to empower, 
inspire, and connect women across the Department and partner agencies to achieve an 
inclusive and fair workplace culture. 
 
Conclusion 
Next Steps 
The Department will continue to assess progress on the initiatives in place and will:  
Monitor and review the use of Textio in internal and external recruitment, conducting analysis 
on the impact on underrepresented groups.  
Monitor representation data against our internal targets on a quarterly basis 
Understand the impact of the SCS sponsorship on women, BAME and disabled G6/7 staff who 
aspire to become part of the Senior Civil Service and continue to support D&I initiatives.  
Monitor outcomes of performance management and develop an action plan to address the 
outcomes of the policy review.  
 
Holding ourselves to account 
Working alongside HR colleagues and the wider business we will continue to analyse salary, 
D&I, talent, and recruitment data, monitoring the progression and acknowledging any trends to 
help reduce the gender pay gap in BEIS.  
Through D&I scorecards, each Director General Group has set local goals and actions, 
keeping themselves and their team accountable and focused on their personalised objectives 
whilst keeping in mind the wider D&I work happening in BEIS. These are reviewed on an 
annual basis, allowing groups to reflect, evaluate and adapt their goals, alongside the wider 
business.  
The Department will act where possible to address the widening of the gap through pay policy 
and decisions. Analysis has shown that  recent pay awards (below SCS) have not contributed 

BEIS Gender Pay Gap Report 2020 
15 
to the widening of the gender pay gap, however we will continue to assess the impact of pay 
awards and other departmental pay actions (such as starting salaries) on the Gender Pay Gap.  
We will consider in more detail the effect of specialist pay groupings on the gender pay gap, 
where a premium is paid for certain skill and challenge areas where recruitment is male 
dominated, ensuring we provide support for the recruitment and attraction of more diverse field 
of candidates. 
At the top of the organisation, we will work towards a gender balance at the highest paid roles 
and take action to address any pay anomalies through the Senior Civil Service pay award.  
We believe the above actions 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. 
Chief Operating Officer Corporate Services: Doug Watkins 
BEIS Permanent Secretary: Sarah Munby 
 
 
 
 
 
 
 
 
 
 
 
 

BEIS Gender Pay Gap Report 2020 
16 
Annex A – BEIS group figures (including 
Executive Agencies) 
Gender pay gap (in favour of men): 
Pay gap / Bonus gap 
2017 
2018 
2019 
2020 
Mean gender pay gap 
12% 
11% 
10.1% 
10.2% 
Median gender pay gap 
15% 
14% 
10.2% 
10.7% 
Mean bonus gender pay 
gap 
12% 
15% 
12.7% 
12.9% 
Median bonus gender pay 
gap 
15% 
27% 
17.9% 
15.8% 
 
The proportion of men and women employees paid a bonus: 
Employees 
2017 
2018 
2019 
2020 
Men 
80% 
83% 
83.4% 87.5% 
Women 
76% 
84% 
83.7% 86.2% 
 
 
 
 
 

BEIS Gender Pay Gap Report 2020 
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Proportion of men and women employees in each quartile 
BEIS group figures (including Executive Agencies) 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
Quartile 
2017 
2018 
2019 
2020 
  
Women Men 
Women Men 
Women Men 
Women Men 
Lower quartile 
60% 
40% 
47% 
53% 
60% 
40% 
61% 
39% 
Lower middle 
quartile 
46% 
54% 
59% 
41% 
47% 
53% 
47% 
53% 
Upper middle 
quartile 
40% 
60% 
37% 
63% 
39% 
61% 
41% 
59% 
Upper quartile 
39% 
61% 
40% 
60% 
41% 
59% 
40% 
60% 

BEIS Gender Pay Gap Report 2020 
18 
 
Annex B – core BEIS figures (excluding 
Executive Agencies) 
Pay gap / Bonus gap 
2017 
2018 
2019 
2020 
Mean gender pay gap 
9% 
5% 
5.5% 
5.9% 
Median gender pay gap 
15% 
13% 
12.7% 
13.5% 
Mean bonus gender pay gap 
3% 
1% 
2.7% 
6.5% 
Median bonus gender pay gap 
0% 
-5% 
-2.5% 
7.7% 
 
The proportion of men and women employees paid a bonus: 
Employees 
2017 
2018 
2019 
2020 
Men 
71% 
73% 
73.0% 86.7% 
Women 
71% 
77% 
73.8% 85.9% 
 
 
 
 
 
 

BEIS Gender Pay Gap Report 2020 
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Proportion of men and women employees in each quartile 
CORE BEIS figures (excluding Executive Agencies) 
 
Quartile 
2017 
2018 
2019 
2020 
 
Women 
Men Women Men Women Men Women Men 
Lower quartile 
58% 
42% 54% 
46% 54% 
46% 53% 
47% 
Lower middle 
quartile 
48% 
52% 43% 
57% 47% 
53% 50% 
50% 
Upper middle 
quartile 
44% 
56% 44% 
56% 47% 
53% 44% 
56% 
Upper quartile 
42% 
58% 45% 
55% 43% 
57% 43% 
57% 
 

 
 
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