BEIS: gender pay gap report, 2022 (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 .

November 2022 
The Department for 
Business, Energy, and 
Industrial Strategy Gender 
Pay Gap Report 
 
Report for the year 2022 

 
 
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BEIS Gender Pay Gap Report, 2022 
3 
Executive Summary 
Overview 
From 2017, employers with a headcount of 250 or more must comply with regulations on gender pay 
gap reporting. Gender pay gap calculations are based on employer payroll data drawn from a specific 
date each year, this being 31st March.  
The gender pay gap is the difference between the mean or median earnings of men and women across 
a workforce. 
Background 
The Gender pay gap calculations look at the entire workforce of BEIS and has highlighted that the main 
factor driving the pay gap in the department has been an uneven split of men and women by grade. 
This has been a constant trend for the last few years and remains the case in 2022.  More women in 
the lower grades means lower average pay. 
For core BEIS (excluding Executive Agencies) the headline 2022 GPG figures show a mean gap of 
4.1%, and a median gender gap of 12.7%. For BEIS (including executive agencies) the headline 2022 
GPG figures show a mean gap of 8.1%, and a median gender gap of 5.7%. 
What is being done to reduce the gap 
•
Talent programmes for all staff at all grades
•
Encouraging and promoting staff networks
•
Using different forms of recruitment to reach a wide range of individuals
•
Investing in line management training
•
Continually monitoring diversity data and looking for ways to improve
Highlights for Core BEIS (excluding Executive Agencies) 
•
The mean pay gap has reduced from 9% in 2017 to 4.1% in 2022. The median pay gap also 
continued to reduce from 2017 when it was 15% to 12.7% in 2022.
•
BEIS has an equal split of men (82%) and women (82%) receiving a bonus.
•
45.4% of applicants to BEIS were women and 53% of those successfully appointed to a role 
were women.
•
49% of senior civil servants in BEIS were women
•
45% of directors in BEIS were women
•
44% of directors general in BEIS were women

BEIS Gender Pay Gap Report, 2022 
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1. 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 (GPG) on an annual basis. 
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. 
The reporting period is 1st April 2021 to 31st March 2022. 
Organisational context 
The GPG 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.  
We are now in our third year of the BEIS Diversity & Inclusion (D&I) strategy. We want to be diverse in 
our identity and thought, and inclusive of difference. We also want to capitalise on difference in our 
work to ensure we deliver outcomes that further equality in society.  
We not only want to make BEIS a great place to work, but also solve some of the most important and 
complex policy challenges facing the country, business, and the environment. We use data-driven and 
evidence-led approaches to drive progress and transparently measure success, maintaining our focus 
on mainstreaming the delivery of inclusion and achieving key priorities outlined in the Declaration on 
Government Reform. 
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. 

BEIS Gender Pay Gap Report, 2022 
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2. Gender Pay Gap Report 
The GPG 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.  The individual calculations may help to identify what those issues are. 
The GPG 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 differently 
because they are a man or a woman. 
Headline Data for BEIS  
 

BEIS Gender Pay Gap Report, 2022 
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BEIS Gender Pay Gap Report, 2022 
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3. Analysis of pay gap 
For core BEIS (excluding Executive Agencies) the headline 2022 GPG figures show a mean gap of 
4.1%, and a median gender gap of 12.7%.  
Measure for BEIS (excl 
Agencies) 
2017 
2018 
2019 
2020 
2021 
2022 
Mean gender pay gap 
9% 
5% 
5.5% 
5.9% 
4.5% 
4.1% 
Median gender pay gap 
15% 
13% 
12.7% 
13.5% 
11.0% 
12.7% 
 
For BEIS (including executive agencies) the headline 2022 GPG figures show a mean gap of 8.1%, and 
a median gender gap of 5.7%. 
Measure for BEIS (incl agencies) 
2017 
2018 
2019 
2020 
2021 
2022 
Mean gender pay gap 
12% 
11% 
10.1% 
10.2% 
8.8% 
8.1% 
Median gender pay gap 
15% 
14% 
10.2% 
10.7% 
7.1% 
5.7% 
 
Core BEIS has an almost even number of Men and Women working in the department, but the main 
factor driving the pay gap in BEIS has been an uneven split of men and women by grade. This has 
been a consistent reality since the introduction of GPG reporting, although the gaps have narrowed. 
There will be slight variation in the Departments populations year on year due to joiners and leavers, it 
remains the case in 2022, with more men at G6/7 (46.33%) and above than women. Majority of women 
work at HEO/SEO grade (43.19%).  
The uneven split by grade is particularly notable as the median pay gap is comparing an SEO woman 
with a Grade 7 man. There is a correlation between increasing seniority and higher pay, and this is 
demonstrated in the ‘Pay Quartiles’ table above. 
2022 Gender 
make-up of the 
department 
(core BEIS) 
Number of men (% 
of men who work 
in this grade) 
% Of grade that 
are men 
Number of 
women (% of 
women who 
work in this 
grade) 
% Of grade that 
are women 
AO 
34 (1.13%) 
49.28% 
35 (1.17%) 
50.72% 
EO 
159 (5.28%) 
37.24% 
268 (8.95%) 
62.76% 
HEO/SEO 
1255 (41.65%) 
49.23% 
1294 (43.19%) 
50.77% 
G7/G6 
1396 (46.33%) 
53.04% 
1236 (41.26%) 
46.96% 
SCS 
169 (5.61%) 
50.90% 
163 (5.44%) 
49.10% 
Total  
3013 
50.14% 
2996 
49.86% 
We have continued to see a steady and consistent reduction in our mean pay gap. The proportion of 
SCS that are women increased from 46% of the cadre (150 women) in 2021 to 49% of the cadre (163 
women) in 2022 (see tables below). The greater proportion of high earning women explains the mean 
pay gap reducing further, whilst the median increased.  

BEIS Gender Pay Gap Report, 2022 
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The table below shows the make-up of Core BEIS. Although the balance at Grade 7/6 has shifted 
towards parity (women were 46.22% of staff at this level in 2021 and 46.96% in 2022) this is offset by 
the change in the HEO/SEO/FS population (with women moving from 49.43% of that population to 
50.77%).  The effect of this is to move the median woman slightly further, relatively speaking, down the 
salary range. 
  
 
 

BEIS Gender Pay Gap Report, 2022 
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4. Targeted action to reduce and close the 
Gender Pay Gap 
What we have done in the last year  
 
The Talent Development offer is available at all grades providing access to both the Civil 
Service high potential schemes and programmes as well as internal BEIS leadership 
development programmes. 
 
 
Talent Conversations - BEIS actively invests in talent and is committed to enabling all our 
people to fulfil their potential. We work to ensure that all our staff have the best options for 
development, no matter what grade or profession they are under.  
 
 
BEIS Exclusive Learning including a learning programme to promote empathy in our everyday 
working environments, to understand the needs of others to make better decisions - for example 
as policymakers or as managers.  
 
 
Launched the BEIS Exclusive D&I Curriculum with four key priority areas of training published 
as learning journeys for our four critical roles (LM, new starters, SCS and team member). 
 
 
The new BEIS Academy Creating Team Inclusivity workshop is now available to help teams 
build a more inclusive environment. 
 
 
Continued to monitor diversity data at all grades and inclusion scores to identify representation 
gaps and have worked with local D&I Group Leads to act in areas where there is 
disproportionate representation. Representation of women remains good across grades; 49.8% 
of senior civil servants in BEIS are women.  
 
 
Introduced a training programme for new line managers which includes a session on inclusive 
leadership to help define inclusive behaviours. 
 
 
BEIS is retaining its commitment to virtual recruitment processes, implemented during the 
pandemic, it is proving particularly useful in recruiting to various locations. 
 
 
BEIS continually reviews recruitment practice, to ensure that we are reaching out to a wide and 
diverse field, this has been reflected with the recruitment practices being acknowledged and 
rewarded with the Commissioners Mark of Excellence.  
 
 
We believe that a range of backgrounds leads to diverse thinking and produces robust and 
strong policy as a result. Between 1st April 2021 to 31st March 2022, 45.4% of applicants to 
BEIS were women, 53% of those successfully appointed to roles were women. 

BEIS Gender Pay Gap Report, 2022 
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 
Invested in our public-facing careers materials to emphasise the many benefits of joining BEIS 
as an employer that champions diversity and inclusion and flexible-working practices.  
 
 
The Women Empowered Network (WE) hosted inspiring sessions on women’s leadership 
journeys to provide insights into the varying career paths women can take and to encourage 
women to think about career progression within, for example, STEM-related policy roles such as 
nuclear and energy security. 
 
 
WE also arranged workshops to help with preparation for job applications and interviews to 
support the career development of women across BEIS. 
 
 
The BAME Women’s Working Group (BWWG) have developed multiple initiatives to address 
barriers affecting ethnic minority women, including workshops on tackling imposter syndrome. 
 
 
BWWG have also piloted sponsorship and coaching schemes which use action learning sets 
and coaching to maximise performance for BAME women colleagues. 
What we will be doing going forward 
 
We have recently refreshed our localised representation and inclusion goals for each Director 
General Group, as well as action plans to support the delivery of those goals. We will continue 
to monitor progress against our diversity data and People Survey inclusion scores and facilitate 
sharing of best practice.  
 
 
The Women Empowered Network (WE) are launching a ‘professions series’ in collaboration with 
the BAME Women’s Working Group (BWWG) which will spotlight different professions within the 
Civil Service, especially those where women are underrepresented, to break down barriers, and 
to share tips on how to enter those professions. 
 
 
WE are developing a regular programme of speed mentoring sessions with Senior Civil Servant 
(SCS) women following the success of the pilot as part of 2021 National Inclusion Week 
celebrations and continuing to host events to support women’s career progression.  
 
 
Investing in our public-facing careers materials to emphasise the many benefits of joining BEIS 
as an employer that champions diversity and inclusion and flexible-working practices.  
 
 
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 and maintain an active women’s network that run regular 
topical sessions and offer mutual support. 
 
 
Helping managers improve the language in job adverts by using an augmented writing tool that 
helps to produce write inclusive job adverts. By removing gender bias, we hope to further 
improve our attraction. 
 

BEIS Gender Pay Gap Report, 2022 
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5. 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. 
Sarah Munby  
Permanent Secretary  
The Department for Business, Energy, and Industrial Strategy 

BEIS Gender Pay Gap Report, 2022 
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