BEIS: gender pay gap report, 2021 (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 .

January 2022 
BEIS Gender Pay Gap 
Report 
Report for the year 2021 

 
 
 
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3 
Contents 
Foreword from the Permanent Secretary _________________________________________ 4 
Introduction _______________________________________________________________ 5 
2021 Headline figures _______________________________________________________ 6 
The data – BEIS and the Executive Agencies _____________________________________ 7 
The data – core BEIS ________________________________________________________ 8 
Gender make-up of the Department (core BEIS) _________________________________ 8 
Closing the gender pay gap ___________________________________________________ 9 
Organisational Context _____________________________________________________ 9 
Recruitment ______________________________________________________________ 10 
Our processes: recruiting, retaining, and developing a diverse workforce _____________ 10 
Performance Management ___________________________________________________ 10 
Flexible Working ___________________________________________________________ 11 
Diversity and Inclusion ______________________________________________________ 11 
Working with Women Empowered Network ______________________________________ 12 
Learning and Development __________________________________________________ 13 
Conclusion _______________________________________________________________ 15 
Holding ourselves to account _______________________________________________ 15 
Action plan for the year ahead ______________________________________________ 15 
Declaration _______________________________________________________________ 16 
Annex A – BEIS group figures (including Executive Agencies) _______________________ 17 
Annex B – core BEIS figures (excluding Executive Agencies) ________________________ 18 
 
 

BEIS Gender Pay Gap Report 2021 
4 
Foreword from the Permanent Secretary 
As a department, we are focused on building a stronger, greener future by fighting coronavirus, 
tackling climate change, unleashing innovation, and making the UK a great location to do 
business. To make BEIS a great place to work and to deliver great outcomes for the public, we 
know we need to be diverse in our identity and thought, and inclusive of difference.  
Our diversity and inclusion work remains a priority, as we look to continuously improve so as to 
be a better employer that makes better decisions. We want to capitalise on difference to solve 
some of the most important and complex policy challenges facing the country, business, and 
the environment. Reducing our gender pay gap is a key step to helping us achieve this. 
I am pleased that we have seen our gender pay gaps narrow this year.  For core BEIS, the 
mean pay gap has dropped from 5.9% in 2020 to 4.5% in 2021, and the median pay gap has 
fallen from 13.5% to 11%. For BEIS including Executive Agencies, we have seen a decrease in 
the mean pay gap from 10.2% in 2020 to 8.8% in 2021, and a narrowing in the median pay gap 
from 10.7% to 7.1%.  
We know that, historically, the pay gap in BEIS has mainly been driven by men being 
proportionally more likely to be occupying roles at senior grades and women being 
proportionally more likely to have roles at junior grades. We are now seeing an increase in the 
proportion of women in senior grades, and I am pleased that women now make up 49.5% of 
our Senior Civil Service.  
This progress is encouraging but we know there is more to do. Over the last 12 months we 
have introduced localised representation and inclusion goals for each Director General Group, 
and action plans to support with the delivery of those goals. We will continue to scrutinise our 
data to monitor progress, and we will build on our existing initiatives to embed diversity and 
inclusion in all our key decisions on policy, procedure, and process. I am delighted to see 
concrete next steps that BEIS has committed to take for the year ahead, including advertising 
all jobs openly, fairly, and flexibly to ensure equality of access to opportunities, as well as 
providing a specific internal development programme aimed specifically at women.  
This year we have also launched our diversity and inclusion curriculum, which sets out our 
learning offer for all grades to support with building our inclusive culture. In addition, we will 
continue to work in partnership with our Trades Unions and Diversity Networks, in particular 
our Women Empowered Network, to ensure that staff views are considered and understood as 
we deliver our Diversity and Inclusion Strategy.  
This report sets out the data for BEIS, alongside what we are doing to reduce our gender pay 
gap going forward.  
 
 

BEIS Gender Pay Gap Report 2021 
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 each year. 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 2021 
6 
2021 Headline figures 
This is the fifth year BEIS have published Gender Pay Gap figures. For context, we have 
therefore included the figures from previous years (2017, 2018, 2019 and 2020) in our analysis 
(the full data is set out in annexes A and B). Please note when comparing to previous years, 
this is the third year we have presented the data to a decimal point to bring us in line with other 
government departments. 
The headline 2021 Gender Pay Gap figures (for BEIS including Executive Agencies) show a 
mean gender pay gap of 8.8% and a median gender pay gap of 7.1%.  
Gender Pay Gap 
2017 
2018 
2019 
2020 
2021 
Mean gender pay gap 
12% 
11% 
10.1% 
10.2% 
8.8% 
Median gender pay gap 
15% 
14% 
10.2% 
10.7% 
7.1% 
 
For core BEIS, so excluding Executive Agencies, the headline 2021 Gender Pay Gap figures 
show a mean gender pay gap of 4.5%, and the median gender pay gap of 11.0%. 
Gender Pay Gap 
2017 
2018 
2019 
2020 
2021 
Mean gender pay gap 
9% 
5% 
5.5% 
5.9% 
4.5% 
Median gender pay gap 
15% 
13% 
12.7% 
13.5% 
11.0% 
 
Historically the main factor contributing to the pay gap in BEIS has been an imbalance in the 
distribution of men and women by grade – with men disproportionally represented in roles at 
higher grades and women disproportionally filling roles at more junior levels.  This remains the 
case in 2021.  
However, in 2021 the proportion of men at G6/7 and within the SCS has slightly decreased 
with a corresponding increase the proportion of women at these grades. Our analysis suggests 
that the increase in the proportion of women in higher grades and a growth in the number of 
men at more junior grades (e.g., EO) is the main driver reducing the Department’s pay gap 
figures in 2021.   
Despite this progress it remains the case that men form a larger proportion of the more senior 
grades than of the overall workforce.  Conversely, women form a larger proportion of the more 
junior grades than their share of the total workforce.  This is exemplified when considering the 
median pay gap as the relevant individuals are a female SEO with a male Grade 7.   

BEIS Gender Pay Gap Report 2021 
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 report provides our gender pay gap, using the Government Equalities Office methodology, 
on the snapshot date of 31 March 2021. For bonuses, we used the period of 1 April 2020 to 31 
March 2021, which was the 12 months preceding the snapshot date. 
For BEIS (including Executive Agencies) the headline 2021 GPG figures show a mean gap of 
8.8% and a median gap of 7.1%. This is a reduction when compared to the figures published in 
2020 (mean 10.2% and median 10.7%). 
The mean bonus gap is 14.7% and the median bonus gap is 13.9% 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 85.9% and the proportion of women is 
84.6%.  
As demonstrated by the table below, the pay gap seems to be driven by an uneven distribution 
of gender by grade. There is a higher proportion of more men in senior grades as well as a 
higher proportion of women in lower grades. The changes in workforce composition over the 
last year is therefore a likely driver of the change.  
2021 Gender makeup of the Department (BEIS and Executive Agencies) 
 
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 
550 (8.2%) 
950 (14.6%) 
36.67% 
63.33% 
EO 
830 (12.3%) 
1100 (16.9%) 
43.01% 
56.99% 
HEO/SEO/FS 
3010 (44.9%) 
2710 (41.8%) 
52.62% 
47.38% 
G6/7 
2070 (30.9%) 
1550 (23.9%) 
57.18% 
42.82% 
SCS 
240 (3.5%) 
170 (2.6%) 
58.54% 
41.46% 
Total 
6700 (50.8%) 
6480 (49.1%) 
50.83% 
49.17% 

BEIS Gender Pay Gap Report 2021 
8 
The data – core BEIS 
For core BEIS (excluding Executive Agencies) the headline 2021 GPG figures show a mean 
gap of 4.5%, and a median gender gap of 11%. This isa narrowing in both metrics compared to 
2020 (mean 5.9% and median 13.5%).  
Positively, compared with the 2020 data there has been an increase in the proportion of 
women at grades G6/7 and SCS, this has helped BEIS to continue to reduce the gap. 
However, there remains an imbalance in the distribution between grades by gender, (see 
tables below).  
There is now an almost identical split between the proportion of males and females getting 
bonuses (table in Annex B). The mean bonus gap is 2.6% and the median bonus gap is 3.6%, 
and the proportion of men who received a bonus is 81.2% and the proportion of women is 
81.1%. 
Gender make-up of the Department (core BEIS) 
2021 Gender composition of the department (core BEIS) 
 
 
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 
34 (1.2%) 
45 (1.7%) 
43.00% 
57.00% 
EO 
154 (5.7%) 
253 (9.7%) 
37.80% 
62.20% 
HEO/SEO/FS 
1102 (40.5%) 
1077 (41.4%) 
50.60% 
49.40% 
G6/7 
1255 (46.1%) 
1079 (41.4%) 
53.80% 
46.20% 
SCS 
176 (6.5%) 
150 (5.8%) 
54.00% 
46.00% 
Total 
2721 (51.1%) 
2604 (48.9%) 
51.10% 
48.90% 

BEIS Gender Pay Gap Report 2021 
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2020 Gender composition of the department (core BEIS) 
 
Closing the gender pay gap 
Organisational Context 
The outcomes suggest the actions put in place by the Department in previous years are 
having a positive impact on the gender pay gap: 
• The mean pay gap has halved from 9% in 2017 to 4.5% in 2021. The median pay gap 
has fallen from 15% in 2017 to 11% in 2021. 
• The gender balance of our job offers has shifted with women representing 51.5% of our 
offer holders in the year to May 2021 - an annual increase of 3.8%. 
• In the year to 31 March 2020, the department grew by 1037 people, with 559 more 
women in the department (54% of the total increase). 
• From 2020 to 2021, the proportion of women at more senior grades has increased. At 
Grade 7/6, 46.2 % of the cadre are women (up 1.7% points) and at SCS 46% are 
women (up 0.9% points). The proportion of men at AO, our most junior grade, has also 
increased. 
BEIS is committed to developing and embedding a truly inclusive culture where diversity and 
inclusion are a core part of the Department’s working environment, including our decision 
making, policy creation and delivery. This will support our delivery of policies for UK 
businesses, with an understanding of and focus on real-world outcomes, which create an 
economy for everyone.  
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 2021 
10 
Recruitment 
 Our processes: recruiting, retaining, and developing a diverse 
workforce 
BEIS continues to follow the recruitment principles of fair and open competition with selection 
being made on merit, ensuring we appoint the best people for our roles regardless of 
background.  
The gender balance of our job offers has shifted with women representing 51.5% of our offer 
holders in the year to May 2021 - an annual increase of 3.8%. 
We are:  
• Continuing to use the Success Profiles framework as our selection process 
methodology.  
• Helping managers improve the inclusiveness of job adverts and increase the benefits 
from using Textio. 
• Continuing our blind sifting process, where names and identifying information is 
removed from applications  
• Continuing mixed gender sift and interview panels.  We are also expanding our trained 
Independent Panel Members to provide additional constructive challenge in the 
recruitment process  
• Actively supporting hiring managers in the move to virtual sifting and interviewing, 
(necessary as mitigation to pandemic restrictions). 
 
Performance Management  
BEIS performance management strategy is designed to improve the benefits of performance 
management continuously to all staff. We will continue work in 2021-22 to improve diversity 
outcomes and tackle any gender-based disparities identified. 
For delegated grades below SCS, BEIS operates a small In-Year Reward (IYR) reward 
scheme for effective work delivery. Analysis of IYA bonus payments up to the end of the 2020 
reporting year shows that they are being received by men and women is roughly equal 
proportions.  
In 2020/21 BEIS undertook a detailed review of internal performance management. Following 
this, the importance of improving allocation and management of work for part-time staff, a 
population that is mainly comprised of female colleagues, is highlighted in our Performance 
Management Induction training and our training for managers in 2021/22.  This is intended to 

BEIS Gender Pay Gap Report 2021 
11 
remove or lower barriers to part time workers gaining promotion and progressing to higher 
grades. 
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. 
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.  
Shared Parental leave take up in BEIS 
 
 
 
 
 
 
 
 
 
 
Diversity and Inclusion  
BEIS’s Diversity and Inclusion vision is to capitalise on difference to solve some of the most 
important and complex policy challenges facing the country, business, and the environment.  
As part of our Diversity & Inclusion Strategy, we want to ensure that all our policies, processes 
and decisions are as inclusive as possible. We want to be diverse in our identity and thought 
and ensure that everyone feels valued and supported.   
As part of this work, we have: 
Year 
Number of cases 
2017 
25 
2018 
36 
2019 
31 
2020 
35 
2021 
33 

BEIS Gender Pay Gap Report 2021 
12 
• Introduced an Empathy Development Programme, which approximately 1,600 
colleagues have participated in so far, to help define inclusive behaviours in teams and 
foster a culture where it is safe to challenge.  
• Continue to offer a diversity and inclusion curriculum that sets out a learning offer for all 
grades, as well as specific training for new line managers.   
• For each Director General Group, we have asked that they form localised 
representation and inclusion goals, and action plans to support with the delivery of those 
goals. We monitor progress across different grades and different parts of the 
department against these goals and facilitate sharing of best practice.   
• We continue to work in partnership with the BEIS Diversity Networks, which play an 
important role in supporting our activity in this area, such as Women Empowered 
Network  
• We consult with all networks about our diversity and inclusion approach and key 
decisions on this area within the department.   
 
Working with Women Empowered Network 
The Women Empowered network aims to empower, inspire, and connect women across the 
Department and partner agencies to achieve an inclusive and fair workplace culture. 
As part of their learning and development strategy, they have supported women in their 
personal and professional development with a specific focus on supporting women with job 
applications through workshops. They currently offer the following workshops: 
• Improving behaviours 
• Interview preparation 
• Emotional intelligence and wellbeing 
• Line management guidance- to help managers effectively manage, support and 
champion women in the workplace.   
Initiatives Women Empowered have led/contributed to  
• Assisted to improve job profiles to attract more women to BEIS-specific roles especially 
across regional offices and supported the attraction of external candidates by promoting 
the Network’s work through external tools such as Vercida and LinkedIn  
• Supported an inclusive working environment by championing BEIS to be women’s 
health confident through the introduction of women’s health toolkits equipping 
employees and managers with the right information and guidance to hold constructive 
discussions around female-specific health issues. 

BEIS Gender Pay Gap Report 2021 
13 
• Ensured fairness of opportunity by suggesting improvements to development scheme 
processes, i.e., recommending that pictures are removed from Aspiring Leaders Forms 
to limit any biases across the sifting process.  
Next Steps  
Women Empowered will be launching annual surveys to seek feedback from their members.  
This year’s survey will seek to understand whether BEIS’ learning and development 
workstream has provided direct benefit to members of the network when seeking progression 
in the Civil Service. They also plan to undertake a survey to understand the experiences of 
parental leave in BEIS. The results will be analysed by gender to gain some insight of any 
barriers experienced by employees due to parental leave and parenthood that could impact the 
department.    
Learning and Development  
We are continually working to support our objective of being a world-class learning 
organisation. Developing our staff is high on the agenda in BEIS across the whole 
organisation. 
The BEIS Academy brings together our learning under a single brand, we work with the 
Organisational Development Team, BEIS’s professions, Civil Service Learning, and our 
network of local representatives to bring together and identify the right learning for our BEIS 
colleagues.  
BEIS Internal Offer and Programmes: 
• Aspiring Leaders Programme 
• Interdepartmental Talent Partnership (ITP) Programme 
• AO/EO Conferences  
• Coaching, Mentoring and Reverse Mentoring 
• Loans/Secondments 
• SCS Sponsorship Programme 
Civil Service Centrally Run Programmes: 
• Senior Leaders Scheme and Future Leaders Scheme - a 2-year, cross-government 
accelerated development schemes for high-potential deputy directors.  
• Beyond Boundaries- a new cross-government development programme launching in 
2021.  

BEIS Gender Pay Gap Report 2021 
14 
• Crossing Thresholds- 12-month career mentoring programme for women – Grades 
AO-G6.  
• Apprenticeships- Apprenticeships provide on the job training alongside complementary 
studying, allowing individuals to gain recognised qualifications in addition to essential 
and desired skills in the workplace. 
 
 

BEIS Gender Pay Gap Report 2021 
15 
Conclusion 
Holding ourselves to account  
The department has undertaken several activities to focus on closing the GPG since first 
reporting in 2017, we will continue to review and refresh all processes, activities, and initiatives 
on an annual basis. 
Action plan for the year ahead  
• Continue to improve routes into the department that will build a more diverse workforce 
and contribute to a gender balance representation in the department, using our 
recruitment channels and learning and development opportunities.  
• Advertise all jobs as available for flexible working, full-time, job share or part time and 
monitor the effectiveness of our advertising platforms used in addition to Civil Service 
Jobs to attract a diverse range of applications. These include LinkedIn, Indeed, Find a 
Job, Glassdoor and diversity jobs boards including VERCIDA and Working Mums that 
advertises part time and flexible working for parents, with a focus on mothers.  
• Encourage flexible and part time working for men and women, to build a more inclusive 
workplace.  
• Ensuring there is opportunity and ability to progress careers within the Department 
through talent management schemes, such as Beyond Boundaries, Aspiring Leaders 
and Crossing Thresholds, a year-long career mentoring programme for women.  
• Supporting and highlighting our departmental Women Empowered Network in the work 
they do. They are helping to level the playing field and giving women the tools and skills, 
they need to do their best within their jobs, through workshops, upskilling events, and 
continued support for women in the department  
• Continuing to analyse salary, talent, and recruitment data, monitoring progress to 
identify trends early.  
• Continue to monitor diversity data at all grades and inclusion scores through our D&I 
scorecards to identify representation gaps, and work with local D&I Group Leads to take 
action in areas where there is disproportionate representation.  
 
 

BEIS Gender Pay Gap Report 2021 
16 
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: Freya Guinness  
BEIS Permanent Secretary: Sarah Munby  
 
 

BEIS Gender Pay Gap Report 2021 
17 
Annex A – BEIS group figures (including 
Executive Agencies) 
Gender pay gap (In favour of men) 
Pay gap / Bonus gap 
2017 
2018 
2019 
2020 
2021 
Mean gender pay gap 
12% 
11% 
10.1% 
10.2% 
8.8% 
Median gender pay gap 
15% 
14% 
10.2% 
10.7% 
7.1% 
Mean bonus gender pay gap 
12% 
15% 
12.7% 
12.9% 
14.7% 
Median bonus gender pay gap 
15% 
27% 
17.9% 
15.8% 
13.9% 
 
The proportion of men and women employees paid a bonus 
Employees 
2017 
2018 
2019 
2020 
2021 
Men 
80% 
83% 
83.4% 
87.5% 
85.9% 
Women 
76% 
84% 
83.7% 
86.2% 
84.6% 
 
Proportion of men and women employees in each quartile BEIS group figures (including 
Executive Agencies) 
Quartile 
2017 
2018 
2019 
2020 
2021 
 
Women 
Men 
Women 
Men 
Women 
Men 
Women 
Men 
Women 
Men 
Lower quartile 
60% 
40% 
47% 
53% 
60% 
40% 
61% 
39% 
61% 
39% 
Lower middle 
quartile 
46% 
54% 
59% 
41% 
47% 
53% 
47% 
53% 
48% 
52% 
Upper middle 
quartile 
40% 
60% 
37% 
63% 
39% 
61% 
41% 
59% 
42% 
58% 
Upper quartile 
39% 
61% 
40% 
60% 
41% 
59% 
40% 
60% 
43% 
57% 

BEIS Gender Pay Gap Report 2021 
18 
Annex B – core BEIS figures (excluding 
Executive Agencies) 
Gender pay gap (In favour of men) 
Pay gap / Bonus gap 
2017 
2018 
2019 
2020 
2021 
Mean gender pay gap 
9% 
5% 
5.5% 
5.9% 
4.5% 
Median gender pay gap 
15% 
13% 
12.7% 
13.5% 
11.0% 
Mean bonus gender pay gap 
3% 
1% 
2.7% 
6.5% 
2.6% 
Median bonus gender pay gap 
0% 
-5% 
-2.5% 
7.7% 
3.6% 
 
The proportion of men and women employees paid a bonus 
Employees 
2017 
2018 
2019 
2020 
2021 
Men 
71% 
73% 
73.0% 
86.7% 
81.2% 
Women 
71% 
77% 
73.8% 
85.9% 
81.1% 
 
Proportion of men and women employees in each quartile BEIS group figures (excluding 
Executive Agencies) 
Quartile 
2017 
2018 
2019 
2020 
2021 
 
Women 
Men 
Women 
Men 
Women 
Men 
Women 
Men 
Women 
Men 
Lower 
quartile 
58% 
42% 
54% 
46% 
54% 
46% 
53% 
47% 
54% 
46% 
Lower middle 
quartile 
48% 
52% 
43% 
57% 
47% 
53% 
50% 
50% 
50% 
50% 
Upper middle 
quartile 
44% 
56% 
44% 
56% 
47% 
53% 
44% 
56% 
47% 
53% 
Upper 
quartile 
42% 
58% 
45% 
55% 
43% 
57% 
43% 
57% 
44% 
56% 
 
 

 
 
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