Npower Group Business Services Limited

United Kingdom · www.npowerjobs.com/resources/Commentary_innogy_Business_Services.pdf

Reporting year: 2020

Mean pay gap

23.6%

23.6%in favour of men

Median pay gap

27.7%

27.7%in favour of men

Bonus gap

52.5%

52.5%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

22.2%

77.8%

Upper middle

33.3%

66.7%

Lower middle

44.4%

55.6%

Lower (lowest paid)

74.2%

25.8%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

22.1%

22.1%in favour of men

Median pay gap

27.1%

27.1%in favour of men

Bonus gap

40.4%

40.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

32.7%

67.3%

Upper middle

43%

57%

Lower middle

53.3%

46.7%

Lower (lowest paid)

68.2%

31.8%

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

22%

22%in favour of men

Median pay gap

29%

29%in favour of men

Bonus gap

25%

25%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

29%

71%

Upper middle

48%

52%

Lower middle

51%

49%

Lower (lowest paid)

70%

30%

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

23%

23%in favour of men

Median pay gap

29%

29%in favour of men

Bonus gap

29%

29%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

26%

74%

Upper middle

38%

62%

Lower middle

55%

45%

Lower (lowest paid)

68%

32%

women men

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

Source: UK Gender Pay Gap Service