Conclusion

As this report and our analysis indicates, our pay gaps at a grade by grade level as shown in Table 1 demonstrate that our pay system is delivering equal pay for work of equal value in relation to gender, disability and ethnicity. Our pay gaps at a whole organisational level show some progress. For example, we have now achieved an equal distribution of male and female staff in our most senior roles (i.e. SCS).  However, we recognise further work needs to be done and we will continue to identify opportunities as part of our Diversity and Inclusion strategies and policies to close these gaps further. In addition, to increase transparency and the frequency with which we review and report on our progress, we will now publish this report on an annual basis rather than every 2 years.