Babcock Design & Technology Limited

United Kingdom · 250-499 · www.babcockinternational.com/Who-We-Are/Sustainability/People-and-Potential

Reporting year: 2019

Mean pay gap

16.4%

16.4%in favour of men

Median pay gap

15.4%

15.4%in favour of men

Bonus gap

70.4%

70.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

97%

Upper middle

6.1%

93.9%

Lower middle

14.9%

85.1%

Lower (lowest paid)

24.2%

75.8%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

19%

19%in favour of men

Median pay gap

17.4%

17.4%in favour of men

Bonus gap

35.6%

35.6%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

3.7%

96.3%

Upper middle

8.5%

91.5%

Lower middle

12.3%

87.7%

Lower (lowest paid)

30.5%

69.5%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

18.8%

18.8%in favour of men

Median pay gap

22%

22%in favour of men

Bonus gap

71.3%

71.3%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

2.4%

97.6%

Upper middle

12%

88%

Lower middle

17.1%

82.9%

Lower (lowest paid)

18.1%

81.9%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service