Gender Pay Gap

From April 2017 all organisations employing over 250 people are required to report on their gender pay gap. The information is published on the gov.uk website.

Our gender pay gap shows the difference between the average pay of all women and the average pay of all men in an organisation, irrespective of the work they do. As a result, it’s affected by how the workforce is made up, including the numbers of men and women in different types of jobs and at different levels of seniority.

This is important to Origin as we are committed to diversity.

As at 5th April 2024 Origin had a headcount of 336 employees.
 
191 - Female employees – 57%
145 - Male employees – 43%

Since the last report the headcount has increased by 12.5% from 294 employees. The number of male workers has decreased by 11%, whilst we have seen a 14% increase of female workers. during this period.
 
The data in the overall report shows that the mean gender pay gap in April 2023 was 4.82% increasing to 10.13% in 2024, indicating a widening of the gap by 5.31%.

The median hourly rate of pay for women was 5.53% lower than for men, closing the gap by 0.87% since the year before. The gap narrowed from 6.4% in 2023 to 5.53% in 2024 indicating a positive move towards women. However, it's the second consecutive year where the median pay gap has been in favour of men, reversing earlier years where it favoured women.

Several factors have contributed to the gender pay gap during this period. Of the 21 part-time employees, 81% were women, with 82% of these roles in the bottom two salary quartiles. Female representation in senior leadership stands at 62.5%, reflecting a 21% increase compared to last year, while Executive representation remains unchanged at 67% female.

During the year, 90 new starters were recruited, 50% of whom were women. Of the 23 lower-quartile roles advertised, 57% were filled by women, and all three part-time vacancies were taken by women. In contrast, 62% of upper-quartile roles were filled by men. Although female representation in the upper quartile increased by 1%, men continue to dominate the highest-paid roles. There was a 6% increase in women in the upper middle quartile. Of the 64 leavers, 51.5% were women, with 85% of female leavers in lower-quartile roles.

Overall, the recruitment of men into higher-paid roles and women into lower-paid and part-time roles remains the main driver of the gender pay gap.

• The proportion of male employees receiving bonus pay was 32%. – decrease of 13% since April 2023.
• The proportion of females receiving bonus pay was 68% - increase of 13% compared to April 2023

The Mean Bonus Pay Gap stands at 5.59% in favour of women and has seen an increase of 14.64% compared to April 2023, indicating a positive step towards closing the gender pay gap in favour of women.