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gender pay gap
top of the agenda
If we were to compile a list of the top 10 most ridiculous things we could think of, the concept of a gender pay gap would be pretty high up there. So we're on a mission to take the gender pay gap and make it so small that you can't even see it anymore.
The gender pay gap is the average difference between pay for men and women. UK organisations with over 250 people have had to report their number (shown as a percentage) for a couple of years now. The calculation doesn’t directly compare men and women doing the same job, but it does measure whether both are equally distributed across levels of seniority.
Before we tackle the maths, we should mention that we’ve grown since last year. We now have over 800 people working across Europe, with over 350 of us at our Fruit Towers headquarters in London. We’re happy to see all the news faces, but the tea bag order is becoming quite unmanageable.
our latest results
Our UK combined gender pay gap for everyone who works in the UK is -7.1%. We’re happy it’s gone down from 6.7% in 2021 and is a lot lower than the ONS reported 2022 national average of 14.9%.
This year, we were able to close the pay gap because more women were recruited at senior level than men. We’re proud of the work we’ve done to make our recruitment process inclusive and give people a chance to show their best selves.
For example, we’ve started sending challenges for interviews a week in advance – this allows people to show us their best work instead of putting them on the spot, to better reflect real life situations. We’ve helped our candidates in interviews by asking them about any adjustments they may need, and by offering sensory toys to de-stress. And for senior jobs we’ve aimed to balance gender representation on candidate slates.
We’re investing in managers to make sure they’re having great conversations with their teams and supporting them with career progression and development plans. This is because it can take time for people to move on from existing roles and leave space for change. We’re also investing in connecting our senior leaders so they can learn together, and our Fairness in Gender group continues to provide people at innocent a safe space to talk about how they can continue to grow and develop.
We want innocent to be a place where everyone feels welcome and can live the life they want alongside work. So we’ve introduced flexible bank holidays and the option to buy holiday to give people more choice on when they work. We’ve launched our fertility friendly workplace policy to make sure that starting a family doesn’t stop our people progressing in their career. And we’ve continued to offer a gender-equal parental leave policy, to increase the understanding and support for our people who are balancing parenting and their work.
We know our gender pay gap number could easily go up or down, so we don’t plan to stop here. We’ll continue to work on making innocent an inclusive place to work and an environment where everyone is set up for success.
See you next year.
Download the full 2023 report below
the gap in hourly fixed pay
-7.1%
