We’re committed to creating an inclusive place to work

One where everyone is valued, rewarded fairly, and supported to reach their full potential. It’s fundamental to Nationwide’s culture.

To check on our progress, we have a range of inclusion, diversity and wellbeing measures in place. Alongside these measures, we publish our gender and ethnicity pay gaps.

What are pay gaps?

Pay gaps are the difference in average hourly pay, when comparing different groups of people within an organisation. For example, the gender pay gap compares all women with all men.

Gender pay gap reporting was introduced in 2017 by the government

Companies with more than 250 employees must publish their gender pay gap statistics before 5 April every year. While we recognise that there are many gender identities, for government reporting we have to report on men and women.

There is no legal requirement to report ethnicity pay gaps. However, at Nationwide, we believe it’s important to report this figure. We are one of the few organisations to voluntarily publish our ethnicity pay gap and are lobbying for mandatory reporting across all firms. To calculate our ethnicity pay gap, we compare the average pay of people who declare themselves ethnically diverse (black, asian and minority ethnic) to those who declare themselves as white (non-ethnically diverse). We’re pleased that over 90% of colleagues chose to declare their ethnicity. This gives us a good understanding of our pay gap and helps us track our progress.

Our mean gender and ethnicity pay gaps

As of 5 April 2021 our mean gender pay gap was 30% compared to 28.3% in 2020. This reflects more women than men in lower paid roles than in senior roles. The increase in mean gender pay gap has resulted from a higher proportion of men being recruited into higher paid roles, particularly into new technology roles where applicants have been mostly men.

As of 5 April 2021 our mean ethnicity pay gap was 11.3%, compared to 16.2% in 2020. The reduction in our ethnicity pay gap reflects our successful efforts to increase the proportion of ethnically diverse colleagues across the Society, particularly into more senior roles within our technology recruitment. These changes have contributed to the overall reduction in our ethnicity pay gap.

It’s positive that our ethnicity pay gap has decreased. However, we recognise that our gender pay gap has moved in the wrong direction. In both cases, we need to do more. So, we’re focusing on actions to support equal opportunities for all by removing barriers to recruitment and progression.

You can read more about our mean and median pay gaps, our workforce distribution and our commitment to gender pay equality.

Pay gap figures for previous years