Energy Systems Catapult has undertaken its first gender pay gap review, carried out by an external organisation. Mandatory Gender Pay Gap reporting applies to all employers in England, Wales and Scotland with at least 250 employees as of the 5th of April 2023 snapshot date. The Catapult reached 250 employees in March 2023.

It needs to be noted that a gender pay gap is a measure of the difference in the average pay of all men and of all women in an organisation, regardless of the roles that they do. It is not the same as an equal pay comparison, which directly compares the pay of two or more people carrying out the same jobs, similar jobs or work of equal value.

The information submitted by employers is published on the government website and calculations have been performed in line with associated regulations, which require the following to be calculated:

The data used is a snapshot from April 2023, which is before the Catapult’s 2023 pay review had been processed.  It also needs to be noted that we have since changed our approach to ‘job families’ across the business since this point in time.

Key findings

What is driving our gap?

Recommended actions

It is noted that this is the first Gender Pay Gap report the company has produced, therefore it is an initial insight for the Catapult to work on over an advised period of three to five years. It should be recognised that the gap will not close within the first year and the below recommendations will be implemented across this period to ensure a proactive approach in closing the gender pay gap.

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