epiGenesys recognises the value of a diverse team, and diversity of gender is a characteristic we consider to be important. We are committed to taking actions that enable diversity at all levels of the organisation and ensure pay equality in all roles. Our gender pay gap is one metric that we use to measure our progress.
Our gender pay gap information is also published via the UK Government's gender pay gap service.
Our recruitment decisions are determined by a mixed gender group to avoid unconscious bias. We also take steps to ensure our interview process is accessible to all.
We ensure our staff are paid fairly for their role regardless of gender. We also compare roles to ensure those typically held by one gender are paid appropriately.
We support our staff in adopting different working patterns. We recognise the importance of fitting work around family commitments regardless of gender.
Our staff are encouraged to openly debate topics such as gender bias. We also ensure these issues are discussed in our teaching activities.
| 2024 | 2023 | 2022 | |
|---|---|---|---|
| Gender of employees: |
M: 66.7%
W: 33.3% |
M: 64.3%
W: 35.7% |
M: 58.3%
W: 41.7% |
| Median gap in hourly pay (as a percentage of men's pay): | 4.0% | 14.3% | 16.2% |
| Mean gap in hourly pay (as a percentage of men's pay): | 1.9% | 5.2% | 15.0% |
| Gender of employees in upper hourly pay quartile: |
M: 33.3%
W: 66.7% |
M: 66.7%
W: 33.3% |
M: 100.0%
W: 0.0% |
| Gender of employees in upper middle hourly pay quartile: |
M: 100.0%
W: 0.0% |
M: 75.0%
W: 25.0% |
M: 33.3%
W: 66.7% |
| Gender of employees in lower middle hourly pay quartile: |
M: 50.0%
W: 50.0% |
M: 33.3%
W: 66.7% |
M: 66.7%
W: 33.3% |
| Gender of employees in lower hourly pay quartile: |
M: 75.0%
W: 25.0% |
M: 75.0%
W: 25.0% |
M: 33.3%
W: 66.7% |
| Percentage of employees who were paid a bonus: |
M: 0.0%
W: 0.0% |
M: 0.0%
W: 0.0% |
M: 0.0%
W: 0.0% |
| Median gap in bonus pay (as a percentage of men's pay): | N/A | N/A | N/A |
| Mean gap in bonus pay (as a percentage of men's pay): | N/A | N/A | N/A |