The Office for Nuclear Regulation (ONR) has published its gender pay report for 2018/19.
We are pleased to report positive shifts in the gender pay gap indicators, where our mean gap of 27% has reduced by 8.2% since our second report in 2017/18.
At the Senior Civil Service (SCS) equivalent level there has been a significant improvement of 12.4% in favour of women. This reflects a positive approach demonstrating pay equality in the most senior roles in ONR.
Adriènne Kelbie, ONR Chief Executive said: “Creating an inclusive workplace is the right thing to do – but we also know that diverse teams make better decisions. And since ONR’s role is all about protecting the public, quality decision-making is absolutely critical to how we work.
“We have worked hard to foster an inclusive working environment in ONR and do everything we can to welcome, support and develop women. These results show that our focus is beginning to have a positive impact.”
ONR has continued to focus on improving diversity by promoting and maintaining an inclusive working environment. We have done this by anonymising the recruitment process, introducing unconscious bias training, developing additional recruitment talent pipelines which reach a more diverse field of candidates and continuing with our gender neutral attraction and selection processes, aimed at both attracting and retaining the best person for the job.
We have also developed a STEM (Science, Technology, Engineering and Mathematics) strategy supporting the Nuclear Energy Agency on “Mentoring a Future Generation of Female Leaders in Science and Engineering.” This has allowed ONR to directly impact on young people and girls in particular by inspiring and supporting the next generation of nuclear specialists and positively improve the gender balance.
Adriènne continued: “Whilst we have taken significant steps forward to address the gender pay gap, we are not complacent. We will continue to drive further improvements in ONR and encourage the wider nuclear industry to follow suit.
“I’m personally committed to making ONR a great place to work – for everyone. So we’ll continue to work towards narrowing the gender pay gap and to address wider inclusion issues, as we work to develop our next five year strategy for 2020-25.”