The Office for Nuclear Regulation (ONR) has published its gender pay report for 2017/18.
The organisation-wide results show that ONR has a mean gender pay gap of 35.2%, which is wider than last year, although it is broadly similar to the rest of the UK nuclear industry and anticipated given our workforce profile, and that of the industries from which we have historically recruited.
Adrienne Kelbie, Chief Executive, ONR said: “I said last year that although the results were anticipated, we were not complacent, and we’re not. As an organisation, we’ve worked hard to ensure that we do all we can to welcome, nurture and develop women, so that we benefit from diversity of perspective and experience. I believed it is a moral and business imperative to do so. We have already achieved high levels of representation of women on our board and at the most senior levels."
ONR has continued to focus on improving diversity and inclusion, as the best way to ensure our people achieve their full potential: we have an anonymised recruitment process, introduced unconscious bias training for key staff, published our first Diversity and Inclusion Action Plan and successfully recruited through wider talent pipelines, with the express aim of improving diversity: last year nearly one in three of our technical appointments were filled by women, and over half of all appointments were filled by successful female candidates.
Adrienne Kelbie continued: “While we have achieved lots already this year, we know that the reasons for our gender pay gap are structural, and will take several years to resolve. We are actively identifying the issues and working to ensure results are improved in the future.
"I am personally committed to making ONR a great place to work for everyone, and know that mine – and ONR’s – focus will remain on gender pay gap and wider diversity issues for many years to come.”