As in 2017, our gender pay gap exists mainly because of the disproportionate balance of men and women at different levels of Wellcome. Around 66% of Wellcome employees are women, but most of the highest-paid senior roles are held by men. This has pushed up men’s average pay.
It’s encouraging that our gender pay gap appears to be moving in the right direction, but it’s not yet possible to say whether this is part of a longer-term trend or just annual variation.
We will know more in 2019, when we hope to see the effects of changes we’re making to improve diversity and inclusion reflected in the statistics.
Actions we’re taking to eradicate Wellcome’s gender pay gap
- We’ve begun collecting better diversity data. Analysis of this data is underway to understand more about people’s experiences of working at Wellcome so that we know where to target new initiatives.
- Staff training to mitigate bias will roll out to all staff by summer 2019. It is already part of the leadership programme for our Executive Leadership Team.
- We’re improving how we make the most of the skills of existing staff, and introducing fairer ways to recruit, support and retain women at senior leadership levels.
In November 2016, Wellcome made Diversity and Inclusion (D&I) a priority area. To broaden the diversity of people we fund, engage with and employ, we need to change some of our internal structures and practices.
Many of the changes we’re committed to through our D&I priority area and beyond, such as creating a more inclusive culture across Wellcome and the wider scientific community, will also have the effect of reducing our gender pay gap.