Gender pay gap report

Equality, diversity and inclusion team

Report period: 1st April 2024 - 31st March 2025

Date of report produced: March 2025

The gender pay gap is the average difference between how much men and women are paid in EEAST. Gender pay gap legislation requires EEAST to publish statutory calculations every year showing how large the pay gap is between men and women.

Three calculations have been published by EEAST to show:

• Average gender pay gap as a mean average
• Average gender pay gap as a median average
• Proportion of men and women when divided into four groups (quartiles) ordered from lowest to highest pay.

NB: EEAST employees do not receive bonus pay, therefore calculations in relation to this are not required.

1.2 The median gender pay gap figure.

This is the difference between the hourly pay of the median man and the hourly pay of the median woman. The median for each is the man or woman who is in the middle of a list of hourly pay ordered from highest to lowest paid.

A median involves listing all the numbers in numerical order. If there is an odd number of results, the median is the middle number. If there is an even number of results, the median will be the mean of the two central numbers.

Medians are useful to indicate what the ‘typical’ situation is. They are not distorted by very high or low hourly pay (or bonuses). However, this means that not all gender pay gap issues will be picked up. They could also fail to pick up as effectively where the gender pay gap issues are most pronounced in the lowest paid or highest paid employees.

1.3 The mean gender pay gap figure.

The mean gender pay gap figure uses hourly pay of all employees to calculate the difference between the mean hourly pay of men, and the mean hourly pay of women.

A mean involves adding up all the numbers and dividing the result by how many numbers were in the list.

Mean averages are useful because they place the same value on every number they use, giving a good overall indication of the gender pay gap. But very high or low hourly pay can ‘dominate’ and distort the figure.

This report looks specifically at the hourly gender pay gap for the reporting period 31st March 2024 - 31 March 2025 ((31st March 2025 ESR snapshot))

Data is provided on:

• the average difference between men and women’s hourly pay at EEAST.
• the percentage of men and women in the highest, middle and lowest pay groups/quartiles at EEAST.

2.1 Our pay gap progress:

This year’s gender pay gap data shows a decrease in both the mean and median pay gap percentage compared to March 2024.

2.2 Workforce gender split

2.3 Hourly pay

EEAST women’s median hourly pay is 5.1% lower than men’s. This means they earned 95p for every £1 that men earn when comparing median hourly pay.

• Women 95p
• Men £1

EEAST women’s mean (average) hourly pay was 6.9% lower than men’s.

2.4 Gender profile by pay quartile

(Proportion of men and women when divided into four groups ordered from lowest to highest pay).

At EEAST, women made up:

41.0% of employees in the upper hourly pay quarter (highest paid jobs) 49.6% of employees in the upper middle hourly pay quarter 57.1% of employees in the lower middle hourly pay quarter 56.7% of employees in the lower hourly pay quarter (lowest paid jobs)

Highest paid jobs

In the upper hourly pay quarter (highest paid jobs):

• 41.0% women
• 59.0% men

In the upper middle hourly pay quarter:

• 49.6% women
• 50.4% men

In the lower middle hourly pay quarter:

• 57.1% women
• 42.9% men

In the lower hourly pay quarter (lowest paid jobs):

• 56.7% women
• 43.3% men.

• To analyse and understand the reasons behind EEAST pay gap figures. To identify where the gender pay gap issue are most pronounced in the lowest and highest paid employees.

• Increase transparency on secondments, scheme of declaration, recruitment, promotion, pay and reward/recognition process.

• To regularly monitor and report on male/female applicants to improve the recruitment process and ensure recruiting managers receive training to enable this.

• To develop and promote effective maternity, paternity policies, and practices.

• To continue to improve all staff retention through flexible working, improving work/life balance.

• To provide career pathways & develop internal female staff to improve successful application into leadership roles and to receive recognition.