Cadent releases Annual Gender and Ethnicity Pay Gap Report

• Family friendly policies and a focus on ethnic minority representation, successfully reduces Gender and Ethnicity pay gap.

Cadent, the UK’s largest gas distribution network with over 6,000 employees, has this week released its Gender and Ethnicity Pay Gap Report, with figures revealing a positive reduction in both gender and ethnicity pay gap measurements.

In 2017, new legislation meant that all organisations with over 250 employees would be required to publish pay gap reports annually, showing the difference in hourly rates of pay between groups of individuals, regardless of the work they do. The figures in Cadent’s report calculate the mean and median pay gaps, mean and median bonus gaps, the percentage differences of gender and ethnicities who are paid bonuses, as well as pay quartile breakdowns.

Key findings include: 

• Gender mean pay gap – 7.89 per cent in 2023 vrs 9.51 per cent in 2022
• Ethnicity mean pay gap – 1.98 per cent vrs 3.15 per cent in 2022

Martin Rimmer, Chief People Officer, said: “The Executive team and I are focused on challenging the status quo and working hard to break the mould of the traditional utilities sector. I’ve been inspired by the positive action to embed equity, diversity, and inclusion over the last 12 months, there is much to be celebrated. The actions we have taken have truly made a positive impact on colleagues across our diverse footprint.

“Our mean pay gaps have decreased this year and I am pleased to share that in the last 12 months, we have achieved our ambition for ethnic minority representation in leadership and have improved female leadership representation by five per cent.”

As well as the analysis of employee data, the Gender and Ethnicity Pay Gap Report showcases the actions Cadent is taking to reduce pay gaps and create an inclusive workplace. The report highlights how Cadent is focusing on specific areas, such as recruitment and talent development, to support closing the pay gap and increase levels of diversity.

Martin Rimmer continued: “We’ve reviewed our family provisions policies and increased maternity, adoption and paternity provisions, receiving accreditations including Menopause Friendly and Fertility Friendly, something we are extremely proud of. We’ve also improved our ethnic diversity across our ‘Future Talent’ programmes and have been recognised by Ofgem for the inspiring work we do, such as the launch of our Anti-Racism Working Group and our ‘No Lunch & Learn’ in support of Ramadan. We’re also proud to announce we have achieved the Bronze Trailblazer with Race Equality Matters. I am excited for the next stage of our journey, building on this progress over the coming year.”

To view the full report, visit Pay Gap Report 2023_24 (cadentgas.com)