G.Network Gender Pay Gap Reporting 2021 to 2022.

This Spring, G.Network has reached another milestone. As an organisation with over 250 employees, we are now legally required to publish our gender pay gap at the end of each financial year.

G.Network’s Gender Pay gap report for the financial year 2021/2022 can be found here. 

What is the gender pay gap? 

Gender pay gap is not the same as equal pay.

Equal pay means that a man and a woman should be paid equally for doing the same job. It is illegal to pay people unequally because they are a man or a woman.

It is also unfair, and we wouldn’t do it.  At G.Network we take our value of being fair very seriously – and one of the things that that means, is paying our employees fairly and equitably.

The gender pay gap tells us the percentage difference between average hourly earnings for our male G.Networkers compared to our female G.Networkers.  Earnings include salary and bonus, but not overtime.

So, what is G.Network’s gender pay gap?

At G.Network we have a -1.4% gender pay gap.

This means that when comparing average hourly pay, at G.Network women earn £1.01 for every £1 that men earn.  At G.Network we have what is called a negative gender pay gap.

When organisations report on their gender pay gap, they tend to use the median rather than mean numbers. We too have reported on median numbers because that is the standard format.  The mean gender pay gap, bonus gap and the proportion of men and women we have at different levels of the company can be seen here. 

By reporting on the median number, it means that half of G.Networkers earn more than that amount, and half of G.Networkers earn less.  The median is used because it reflects the experience of the typical man and typical woman. 

So, what does that mean?

Whilst we are pleased that G.Network is bucking the national trend, we know this is partly to do with the fact that we have many more men than women working for us at G.Network.  It’s the way the maths works!

We know that the fibre sector can struggle to attract women, so we must work harder to overcome that. We believe in opportunity for all, and that diverse teams are better teams.  As a sector we need to identify and overcome the barriers that stop women working in our industry. That means thinking about how we can attract, retain and develop more female talent.  At G.Network we are committed to building an environment in which everyone can thrive and be their best.    

That will probably mean that next year we see our gender pay gap changing; we might even find that as we hire more women, we start reporting a pay gap showing that on average female earnings are less than average male earnings (compared to what we have now which is the other way around). We are prepared for that, and we will continue to work tirelessly to ensure that we pay fairly and equitably.  

Ultimately, we want to live, work and operate in a world where there is no gender pay gap at all.  That means ensuring that we support women and girls in pursuing and thriving in careers that are traditionally seen as male roles.  At G.Network we want to build a more inclusive and diverse organisation which better reflects the communities that we serve; and that means more gender diversity at all levels of the organisation.    

Statutory declaration 

I confirm that the data and information presented in this report are accurate and meet the requirements of the UK Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Stephanie Ashmore

Chief Talent Officer