We are proud of the progress we have made in reducing our gender pay gap and remain deeply committed to fostering an inclusive and equitable workplace for all. 

Since 2018/19, we have achieved a significant reduction in our mean gender pay gap by nearly 9% to 6.9%. This demonstrates the positive impact of our ongoing efforts and the dedication of our teams to driving meaningful change.

We recognise, however, that there is always more to do. Listening to our colleagues continues to be at the heart of our approach, ensuring that our strategies reflect the diverse perspectives and experiences within our organisation. We are also committed to enhancing our inclusive recruitment practices, ensuring fair opportunities for all at every stage of their career journey with us.

On this page, we are pleased to share detailed insights into our latest results, the initiatives we have delivered over the past year, and our plans to build on this momentum moving forward. Together, we are determined to close the gender pay gap and create a workplace where everyone can thrive.

Paul Turner
Executive Director of People and Communications

Where are we now?

The distribution of women and men in our workforce

Overall, the distribution of women and men we employ varies across the types and seniority of roles. When we divide our employee team into four quarters (or ‘quartiles’) according to how much they earn, the proportion of men and women within each quartile is shown in Table 1.

As in many organisations and society as a whole, we have a higher number of women in lower paid roles, and a higher proportion of men in higher paid roles.  

Our mean gender pay gap has reduced by almost 9% since 2018/19

Table 2

 

The mean (simple average) is preferred to the median as it gives a better measure of pay across the organisation. 

This year's mean gender pay gap is 6.9%.

We are pleased to share that our mean gender pay gap has fallen consistently over the last six years, as shown in the graph (Table 2). Since 2018/19, we have reduced our gender pay gap by almost 9%.

Listening to our colleagues and taking action

With 81% of our part-time working colleagues being women, we went out to our colleagues to get their feedback on why this is and what we can do to improve. 

In collaboration with Inclusive Employers, we held virtual anonymous listening circles with colleagues to help us understand:

• What barriers do people who work part-time feel are in a place when it comes to career progression?
• What could LiveWest do better to remove these barriers and ensure fair career progression?

This feedback has helped form part of our Inclusion plan for 2024/25, which sets out the actions we are taking to become a more inclusive organisation. Since a big part of this feedback was around colleagues in part-time roles, we are committing to taking a focus on sharing career successes for those colleagues working part-time. 

Where we want to be

Our vision is to build and sustain a representative workforce across all areas of our business, with a diverse leadership team that reflects our commitment to equality, diversity and inclusion.   

We are committed to being transparent across all areas of our organisation, whether this be gender, ethnicity or disability related.