BEIS: gender pay gap report and data, 2019
Source: data.gov.uk (2022-11-25)

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

BEIS Gender Pay Gap 
report  
Report for the year 2019 
January 2020 

© Crown copyright 2020 
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BEIS Gender Pay Gap report 2019 
3 
 
Contents 
Foreword from the Permanent Secretary _________________________________________ 4
Introduction _______________________________________________________________ 5
2019 headline figures ________________________________________________________ 6
Organisational context _______________________________________________________ 6
The data – BEIS and the Executive Agencies _____________________________________ 7
The data – core BEIS ________________________________________________________ 8
Closing the gender pay gap ___________________________________________________ 9
Our processes: recruiting, retaining and developing a diverse workforce _______________ 9
Performance management _________________________________________________ 10
Flexible working _________________________________________________________ 10
Shared Parental Leave ____________________________________________________ 10
Learning, development and talent ___________________________________________ 10
Working with the diversity and inclusion networks _______________________________ 12
Next steps ______________________________________________________________ 13
Holding ourselves to account _______________________________________________ 13
Declaration _______________________________________________________________ 13
Annexes _________________________________________________________________ 14
Annex A – BEIS group figures (including Executive Agencies) _____________________ 14
Annex B – core BEIS figures (excluding Executive Agencies) ______________________ 15

BEIS Gender Pay Gap report 2019 
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Foreword from the Permanent Secretary  
As a government department responsible for delivering areas which are fundamental to the 
economic success of the UK outside of the European Union, Diversity and Inclusion is more 
important to us now than ever. We know that diverse teams and inclusive decision-making 
processes help us to deliver the best possible outcomes for the public. 
Closing the gender pay gap through ensuring greater representation of women at senior levels 
in BEIS is therefore one of our key priorities. We want to develop and retain a diverse talented 
workforce and give everyone the opportunity to achieve their potential. This will help to make 
BEIS a great place to work and also help us to achieve our vision of ‘an economy that works 
for everyone’. 
Since we published our Gender Pay Gap report last year, we have taken some concrete 
actions to address this. In January 2019 we launched the new Shaping our Future Programme; 
one of the aims of this programme is to embed a truly inclusive culture within BEIS that 
considers Diversity and Inclusion essential to decision making, policy creation and delivery, 
and the BEIS working environment. 
We’ve also launched initiatives aimed at improving our recruitment processes, which will 
enable us to produce more inclusive job adverts to attract more diverse candidates, and to 
ensure we have interview panels that are more diverse and representative. In terms of 
progressing and developing our people, I’m pleased that we have launched an SCS 
Sponsorship Scheme to support women, alongside BAME and disabled colleagues, who 
aspire to become part of the Senior Civil Service. 
I’m also particularly pleased that our representation of women at Director level and above has 
increased to 41.9% from 27.7% in 2017, and that our last two appointments at Director 
General level have been women. 
However, we know that there is still more to do. We will be monitoring our data on a regular 
basis and we will be using this to shape our refreshed Diversity & Inclusion strategy in 2020. I 
am also keen to continue working closely with our Partner Organisations so that we can 
support and challenge each other. 
This report sets out the data for BEIS alongside what we are doing to close the gender pay gap 
in the organisation. This will remain a priority for us going forward in order to reach our vision 
of ‘an economy that works for everyone’.  
Alex Chisholm, Permanent Secretary 

BEIS Gender Pay Gap report 2019 
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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 
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 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. 

BEIS Gender Pay Gap report 2019 
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2019 headline figures 
This is the third year BEIS have published gender pay gap figures. For context, we have 
therefore included the figures from previous years (2017 and 2018) in our analysis (the full 
data is set out in annexes A and B). Please note when comparing to previous years we have 
for the first time presented the data to a decimal point to bring us in line with other government 
departments. 
For 2019, the headline 2019 gender pay gap figures (for BEIS including Executive Agencies) 
show a mean gender pay gap of 10.1% and a median gender pay gap of 10.2%. 
Gender Pay Gap 
2017 
2018 
2019 
Mean gender pay gap 
12% 
11% 
10.1% 
Median gender pay gap 
15% 
14% 
10.2% 
For core BEIS, so excluding Executive Agencies, the headline 2019 gender pay gap figures 
show a mean gender pay gap is 5.5%, and the median gender pay gap is 12.7%. 
Gender Pay Gap 
2017 
2018 
2019 
Mean gender pay gap 
9% 
5% 
5.5% 
Median gender pay gap 
15% 
13% 
12.7% 
The general direction of travel for both the BEIS group and core BEIS is positive – with 
measures showing that the gaps are either reducing or remaining relatively static. 
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 
BEIS are looking to develop and embed a truly inclusive culture that considers Diversity and 
Inclusion essential to decision making, policy creation and delivery, and the BEIS working 
environment. This will help us to deliver inclusive policies for UK businesses that create an 
economy for everyone, helping us to understand the real-world outcomes we deliver. It will also 
help us to develop and retain a diverse talented workforce and improve overall outcomes by 
utilising diversity of thought and place.  
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. 

BEIS Gender Pay Gap report 2019 
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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 2019. For bonuses, we used the period of 1 April 2018 to 31 
March 2019, which was the 12 months preceding the snapshot date. 
The gender pay gap for BEIS including Executive Agencies for 2019 is a mean pay gap of 
10.1% and a median pay gap of 10.2%. This continues the trend for narrowing the gap and 
are the lowest figures to date.  
The mean bonus gap is 12.7%, and the median bonus gap is 17.9%. These figures have 
fluctuated over the three reporting years, but are in line with previous years.  
The proportion of men and women receiving a bonus are 83.4% and 83.6%. This is in line 
with 2018. As in 2017, there is a 60/40 split in favour of women in the bottom quartile, and in 
favour of men in the top quartile.  
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. 
Gender make-up of the department (BEIS and Executive Agencies)* 
Grade 
(increasing 
seniority) 
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 
506 (9.4%) 
875 (18.3%) 
36.60% 
63.36% 
EO 
599 (11.1%) 
750 (15.7%) 
44.40% 
55.60% 
HEO/SEO/FS 
2,450 (45.3%) 
1,887 (39.4%) 
56.50% 
43.51% 
G6/7 
1,674 (30.1%) 
1,140 (23.8%) 
59.50% 
40.51% 
SCS 
176 (3.3%) 
138 (2.9%) 
56.10% 
43.95% 
Total 
5,405 (53%) 
4,790 (47%) 
53.00% 
46.98% 
*as at 31 March 2019 

BEIS Gender Pay Gap report 2019 
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The data – core BEIS 
For core BEIS (excluding the Executive Agencies), the mean pay gap is 5.5% and the 
median pay gap is 12.7%. This is broadly in line with 2018, and a narrowing of the gaps from 
2017 (see annex B).  
As in previous years, the pay gap seems to be driven by an uneven gender split by grade, with 
more women occupying lower grades, and more men occupying higher grades (see table 
below). 
Gender make-up of the department (core BEIS)* 
Grade 
(increasing 
seniority) 
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 
50 (2.3%) 
55 (2.8%) 
47.60% 
52.40% 
EO 
161 (7.3%) 
245 (12.2%) 
39.70% 
60.30% 
HEO/SEO/FS 
917 (41.4%) 
805 (40.2%) 
53.30% 
46.70% 
G6/7 
949 (42.8%) 
780 (38.9%) 
54.90% 
45.10% 
SCS 
138 (6.2%) 
118 (5.6%) 
53.90% 
46.10% 
Total 
2,215 (52.5%) 
2,003 (47.5%) 
52.50% 
47.50% 
*as at 31 March 2019 

BEIS Gender Pay Gap report 2019 
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Closing the gender pay gap 
Our processes: recruiting, 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 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 
• 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 in assessing candidates against a range of elements using a variety 
of selection methods. Moving away from a purely competency based system of 
assessment, success profiles aims to increase 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 in 
order to deliver these aims.  
• 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 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.  
• we have rolled out Independent panel member training to increase understanding and 
awareness of the role of the independent panel members at interviews; which involves 
understanding unconscious bias and promoting diverse thought and opinion to ensure 
inclusion is embedded at the interview stage. 

BEIS Gender Pay Gap report 2019 
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Performance management 
BEIS undertook a major overhaul of its approach to performance management, with the first 
year (2018/19) concluding on 31 March 2019. The strategic intention of the new Performance 
Management approach has been to introduce a streamlined process, that helps to increase 
capability and growth.  
The performance management approach moved us away from lengthy and bureaucratic 
processes, to good quality conversations with a real focus on development. This will allow us 
to monitor diversity of outcomes on performance more easily. The new performance 
management system has received very positive feedback, however more work is required to 
continue to embed the system before the benefits can be fully realised and assessed.  
The focus for 2019 has been improvements in diversity reporting (the first quarter of 2018/19 
was shared with Director Generals and trade unions/staff networks in August 2019) and 
ensuring best practice across directorate approaches is shared. 
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 25 people using shared parental leave in 2017, 36 people in 2018 and 31 people in 2019. 
Learning, development and talent 
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. 

BEIS Gender Pay Gap report 2019 
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The one 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, such as 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 those from under-represented groups to apply. 
In addition, in 2018 BEIS launched two internal leadership development programmes: 
Aspiring Leaders programme 
A 9-month programme aimed at HEOs and SEOs with the potential for progression but who 
have limited line management/leadership experience. 
Interdepartmental Talent Partnership 
A 12-month programme aimed at Grade 6/7s with the potential and aspiration to the senior civil 
service. 
Selection for both programmes runs annually and is promoted via the Diversity Networks.  
In August 2019 the department also launched a pilot SCS Sponsorship Scheme for women, 
BME, Disabled and LGBT employees at G6/7 who are on the top line of the talent grid. The 
aim of the scheme is to support BEIS D&I targets for an increase in representation of women, 
BME and Disabled staff in the SCS. The pilot will run over a 6 month period to test proof of 
concept with evaluation in April 2020 
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. 

BEIS Gender Pay Gap report 2019 
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Working with the diversity and inclusion networks 
BEIS diversity networks have played an incredibly important role in helping to deliver 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. 
Our inclusive culture 
BEIS aims to embed D&I into all our key decisions on policy, procedure and process. In 
January 2019 we launched the new Shaping our Future Programme, which aims to make BEIS 
exceptional by creating a truly inclusive, professional and high performing department, 
exhibiting everyday excellence and modelling the progressive and industrious practices we 
want to see across the whole economy.  
A key workstream of the programme is Diversity and Inclusion. The aim of this workstream is 
to develop and embed a truly inclusive culture within BEIS that considers Diversity and 
Inclusion essential to decision making, policy creation and delivery, and the BEIS working 
environment (both regarding our people and ways of working).  
Over the last year we’ve launched initiatives to make our recruitment processes more 
inclusive. We’ve procured Textio, a piece of software which analyses the job adverts we write, 
particularly in terms of gender-biased language, and suggests changes to attract a more 
diverse candidate pool. We’ve also launched a Diverse Panels initiative to ensure interviews 
are more inclusive and representative. We are currently piloting an SCS Sponsorship Scheme 
to support women, BAME and disabled G6/7 staff identified as ‘High Potential’ or ‘Excellent’ on 
the Talent Grid and who aspire to become part of the Senior Civil Service. 
We continue to monitor progress and the impact of these initiatives against our representation 
targets and data on a quarterly basis at Executive Committee level.  
We are working closely with our Partner Organisations to monitor progress. BEIS wrote to all 
BEIS Partner Organisations with 150+ employees in January 2019 to encourage them to 
publish their 2018/2019 GPG figures voluntarily. The BEIS Diversity & Inclusion (D&I) team 
meets with D&I leads from Partner Organisations regularly to share best practice and provide 
support around a range of D&I issues, including gender pay gap reporting. 

BEIS Gender Pay Gap report 2019 
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Next steps  
We will continue to monitor our progress on the initiatives launched this year through ongoing 
collaboration with the Women’s Network.  
We will: 
• conduct further analysis of our recruitment and talent data to ensure we offer effective 
support and development opportunities for underrepresented groups 
• monitor outcomes from the SCS Sponsorship Scheme pilot and adapt the programme 
accordingly 
• continue to monitor representation data against our internal targets on a quarterly basis  
• use a range of organisational data to conduct a D&I maturity assessment to shape a 
refreshed BEIS D&I strategy for launch in April 2020  
• continue to work closely with Partner Organisations to support their gender pay gap 
reporting and action planning 
Holding ourselves to account 
In partnership with our Gender Pay Gap Working Group, which includes representatives from 
our Women’s Network, we will analyse salary, talent and recruitment data to ensure we 
monitor the progress on reducing BEIS gender pay gap, as well as overall representation data. 
We believe the above actions will improve recruitment and progression of women and will help 
BEIS continue 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 2019 
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Annexes 
Annex A – BEIS group figures (including Executive Agencies) 
Gender pay gap (in favour of men): 
Pay gap / Bonus gap 
2017 
2018 
2019 
Mean gender pay gap 
12% 
11% 
10.1% 
Median gender pay gap 
15% 
14% 
10.2% 
Mean bonus gender pay gap 
12% 
15% 
12.7% 
Median bonus gender pay gap 
15% 
27% 
17.9% 
The proportion of men and women employees paid a bonus: 
Employees 
2017 
2018 
2019 
Men 
80% 
83% 
83.4% 
Women 
76% 
84% 
83.7% 
Proportion of men and women employees in each quartile: 
Quartile 
2017 
2018 
2019 
Women
Men
Women
Men
Women
Men
Lower quartile 
60% 
40% 
47% 
53% 
60% 
40% 
Lower middle quartile 
46% 
54% 
59% 
41% 
47% 
53% 
Upper middle quartile 
40% 
60% 
37% 
63% 
39% 
61% 
Upper quartile 
39% 
61% 
40% 
60% 
41% 
59% 

BEIS Gender Pay Gap report 2019 
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Annex B – core BEIS figures (excluding Executive Agencies) 
Gender pay gap (in favour of men): 
Pay gap / Bonus gap 
2017 
2018 
2019 
Mean gender pay gap 
9% 
5% 
5.5% 
Median gender pay gap 
15% 
13% 
12.7% 
Mean bonus gender pay gap 
3% 
1% 
2.7% 
Median bonus gender pay gap 
0% 
-5% 
-2.5% 
The proportion of men and women employees paid a bonus: 
Employees 
2017 
2018 
2019 
Men 
71% 
73% 
73.0% 
Women 
71% 
77% 
73.8% 
Proportion of men and women employees in each quartile: 
Quartile 
2017 
2018 
2019 
Women
Men
Women
Men
Women
Men
Lower quartile 
58% 
42% 
54% 
46% 
54% 
46% 
Lower middle quartile 
48% 
52% 
43% 
57% 
47% 
53% 
Upper middle quartile 
44% 
56% 
44% 
56% 
47% 
53% 
Upper quartile 
42% 
58% 
45% 
55% 
43% 
57% 

 
 
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