At TWI our people are the cornerstone of our business. The work they do plays a crucial role in shaping the world around us, interacting with our Members and customers to find solutions to the biggest engineering challenges our world faces in becoming resilient and sustainable. In a world that is both diverse and connected, our people must reflect the society we seek to serve and that is why closing the Gender Pay Gap has become a focal point in our 5 year corporate strategy.
Historically, the engineering profession has been predominantly male. In the UK engineering sector, just 16.5% of engineers are women (EngineeringUK). Although we are pleased that the percentage of women in technology roles at TWI is 19%, above the national average, there is still a great deal of work to be done to increase women technologists at TWI, especially in leadership positions. With only 13.5% of technology leadership roles performed by women (23% representation of women in our leadership roles across all disciplines) we have committed to have a third of leadership positions filled by women by 2025.
We recognise that our progress to close the Gender Pay Gap has been slow. There is a need to increase the number of women applicants for engineering positions at TWI and the recruitment team are working hard to find new ways to reach women candidates. We are also committed to finding ways to close the gap by creating more opportunities for talented women to thrive at TWI. Hence, we are making bold commitments within our latest 5-year strategy (2022-2026) on diversity and inclusion. We are committed to reducing our Gender Pay Gap from 20.6% (GPG figure for 2021 - 2022) to 10% or less by 2026 as well as having a third of leadership roles occupied by women by 2025. We know that to achieve this ambition, we need the whole organisation to play their part. We have cascaded these objectives via our balanced scorecard and appraisals. In 2023 we aim to reduce our Gender Pay Gap by 3.6%, setting such measures will drive accountability and link progress to our number one corporate value of inclusion.
The imbalance of women in engineering roles requires investment at an early stage and TWI is actively seeking opportunities to support development and recruitment of women engineers. Following our programme ‘Inspiring women leaders’ in 2019, aimed at encouraging our women to progress through the Company, we have been working hard to create a more transparent pay structure and career framework that allows our women to see how they can progress at TWI. We are particularly proud of our new Mentor programme that will provide support for our women throughout their careers.
In 2021, we launched a ‘Living our Values’ campaign to bring each of our six corporate values to life by exploring with staff the behaviours that underpin each of the values. ‘Inclusion’ is an integral value at TWI and sits at the heart of all our policies. In 2022 we have continued to build on a number of actions in response to the feedback from the ‘Living the Values’ initiative. One of the actions that we are delighted to have embedded in 2022 is the move to a more flexible approach to working, both hybrid and variable working patterns. Our people told us that a flexible approach to working is instrumental in providing a work/life balance for parents and carers, which disproportionately falls on women. Greater flexibility to choose a work-life balance allows women to thrive both in and out of the work place.
It is important to note that at TWI we work to ensure that people in similar roles are paid equitably. However, we acknowledge that we do have a Gender Pay Gap that needs to be addressed, similar to other engineering organisations across the UK. Our mean figure for this year’s reporting date (April 2023) is 20.6%, a 1.7% decrease from last year. Our Gender Pay Gap is reflective of the proportion of men and women in specific roles that attract higher pay, bonuses and allowances, but we will continue to strive to close the gap at TWI. Further details of the progress made to reduce the gender pay gap between 2021 to 2022 (reporting year) along with TWI’s long-term plan to address our Gender Pay Gap is outlined in this report.
We recognise we have to make significant changes to close the Gender Pay Gap and remain committed to achieving positive change. We are confident that our Diversity and Inclusion plan will enable us to make TWI a truly inclusive organisation.
I can confirm that the data and information reported as of 31 March 2023 is accurate.
See our gender equality plan here:
Gender Equality Plan
Gender Pay Gap (GPG) Reporting
Under legislation brought into force in April 2017, UK employers with more than 250 employees are required to publish their Gender Pay Gap (GPG). We are now in our fifth year of publishing data. This report is based on TWI’s UK employees and is an analysis of a data cut from April 2022.
Gender Pay Gap (GPG) is distinct from equal pay. Equal pay deals with the pay differences between men and women who carry out work of similar value, whereas GPG shows the differences in the average pay between men and women. The following GPG analysis shows the differences in the average pay between men and women across all UK employees at TWI, irrespective of their responsibilities, performance and experience.
TWI carries out a separate pay review on an annual basis, with external benchmarking, to ensure men and women within the company, with the same performance and experience in equivalent roles, are paid equally.
The Difference between the Hourly Pay of Women and Men at TWI
Our figures for the reference pay period (the 12 months prior to April 2022) show that when we compare the average pay of women and men, irrespective of the role, men earn on average 20.6% more than women.
The table below outlines the mean and median difference in hourly pay between men and women within this reporting period:
The Mean Gender Pay Gap
|The Median Gender Pay Gap
Table 1: Average gender pay gap in hourly pay
The Mean Gender Pay Gap
|The Median Gender Pay Gap
|The proportion of males and females receiving a bonus
Table 2: Average gender pay gap in bonuses & proportions of bonuses received by gender
The reasons for the differences in hourly pay between men and women are:
There are fewer women than men in leadership roles, i.e. the executive team, senior management, senior business development and senior specialists (see graph below: Gender by Group).
There are more women than men in support roles.
Graph 1: Analysis of gender in technology roles
Graph 2: Analysis of gender by all job roles
During this reporting period, women made up 31.3% and men made up 68.7% of the working population at TWI. The Technology Group employed fewer women than men as engineering professionals (17.8% and 82.2% respectively), which typically have higher salary than support roles. Nationwide, women remain under-represented in engineering, with only 16.5% of engineering professionals being female compared with an overall 72.3% women in the UK workforce (EngineeringUK).
Recruiting women at the entrance level, will increase the disparity in the percentage gender pay gap in the short term. However, we will see a closure in this gap provided more women progress into senior roles.
The Difference in Bonuses between Women and Men at TWI
During the reference pay period for this report a share-in-success bonus was paid to all eligible employees.
The chart below shows the proportion of employees receiving a bonus, 96% of men and 97.2% of women. The difference in Bonus payments were due to meeting the eligibility criteria of how many months worked within the bonus year.
Graph 3: proportion of employees receiving a bonus by gender
The Difference in Promotions between Women and Men at TWI
22 employees were promoted during the reporting period with 27% of those promoted being women.
Our Commitment to Increase Gender Diversity in Leadership Roles at TWI
Analysis of TWI employee data during the reporting period shows that female representation amongst our technologist Project Leaders (PLs) was 29%, for Senior Project Leaders (SPLs) it was 29.5% and amongst Principal Project Leaders (PPLs) it was 30.6%, an increase on last year.
9.5% of Technology consultant roles are filled by women, which is an increase since the last reporting period. Unfortunately the representation of women in technologist leadership positions has decreased from 13.3% to 2.7%, due to an increase of 11 male leaders. Leadership is defined by Team Leader level and above. We recognise a need to improve on progressing women into leadership positions and this challenge is at the heart of the on-going review and revision of career progression routes within TWI.
Graph 4: Percentages of women and men by hourly salary quartiles.
Progress with our Action Plan during 2021 – 22
Addressing the Gender Balance through Organisational Design
Closing the gender pay gap requires new ways of thinking about how we recruit, promote and encourage our employees through their careers. That is why TWI are reviewing the Organisational Design of the global organisation. We are undertaking a full review of:
- Defining the organisational design to define the best working structure for TWI, creating a working matrix structure
- Aligning new job profiles to match the organisational structure and providing clear expectations for each career level
- Ensuring that all employees have a job description that allows them to understand expectations from the manager
- Salary benchmarking and publishing pay bands, providing more transparency for pay progression
- Talent Gap Analysis and determining future workforce needs
- Succession planning – using appraisals and Nine-box Grid
- Creating career pathways for progression for five strands of the business: management/ technology specialist/specialist other/technical support/administration
- Creating a mentor programme
We recognise that Gender balance must be supported at all levels of the organisation and to help us identify potential TWI is implementing a succession planning tool to ensure a visible process to the leadership team.
Mentoring Programme for Women
Following the rollout of our ‘Inspiring Women Leaders’ programme in November 2019, we have followed up with further training and networking events to support our women globally. We want to equip women with the tools, self-awareness and increased confidence required to identify ‘big picture’ opportunities, to seek personal advancement by taking on more responsibilities and ultimately to gain well-earned progression.
Three cohorts of women have completed this programme. The feedback received for this programme has been extremely positive with the women scoring their coaching at 6.9 out of 7 via a coaching feedback system. This score is highly encouraging with over 23% of attendees being promoted since the course started in 2019.
Encouraging more Women into Science, Technology and Engineering Careers through Outreach Initiatives and NSIRC
Under-representation of women in science, technology, engineering and maths (STEM) subjects during education puts a crucial limit on gender representation across the Engineering industry. TWI has invested in STEM education and outreach for over 16 years and are pleased to support and provide a number of outreach activities and networking opportunities for women who have the skills and attributes to forge a successful career in engineering. Our dedicated outreach team have worked hard to design our programme offering, so that we are able to deliver parts of our programme virtually as well as in person. Our STEM champions were involved in the following outreach activities during this reporting period:
- 1:1 mentoring sessions for University students studying associated STEM disciplines
- Acting as facilitators to conduct mock interviews with secondary school pupils interested in STEM careers
- Technical presentations to University students
- Delivery of careers talks at various careers fairs
Partnering with Lloyds Register Foundation
TWI are proud to partner with Lloyds Register Foundation to support women in engineering from lower income families worldwide.
Review of Our Recruitment Practices in 2021 – 22
Since the last reporting period, we have continued our commitment to fair and transparent recruitment practices which include:
- Interview panels are required to include both genders in at least one stage of the interview process
- Job adverts have continued to be checked with a gender decoder tool to ensure that they do not include any unconscious bias that could potentially discourage applicants
- All recruiting managers receive training on inclusive recruitment practices
Continue to develop a range of initiatives, programmes and policies to improve diversity and inclusion and enable women to fulfil their career aspirations.
A Review of the Working Culture at TWI
As a global membership research and technology organisation, with a far-reaching geographic and technological footprint, inclusive business practices are vital in helping us serve our Members around the world.
We have recently reviewed our approach to Diversity & Inclusion with our members, in particular supporting the TWI Professional Board to design a D&I charter. We look forward to the launch in 2023. We are dedicated to creating a safe and inclusive workplace for all employees. This includes fair processes for development, performance management and progression, and the creation of a more diverse workforce.
We will continue to roll out Equality, Diversity & Inclusion training to our 800+ employees in 2023. This includes all employees being invited to complete an Insights Discovery psychometric assessment so they are better informed to understand themselves and to help them interact more effectively with their peers.
TWI, March 2023