Pay gaps at Nationwide

We’re passionate about creating an inclusive place to work: one where everyone is valued, rewarded fairly and supported to reach their full potential. This is fundamental to our culture.

What are pay gaps?

The gender pay gap is the difference in average hourly pay received by men and women across all jobs within an organisation.

Gender pay gap reporting was introduced in 2017 as part of the Government’s efforts to reduce the gender pay gap within a generation. Companies with more than 250 employees must publish their pay gap statistics before 5 April each year.

The ethnicity pay gap is the difference in average hourly pay received by one ethnic group compared to another.

For our current reporting, we have compared the average pay of individuals who have declared themselves as black, Asian and minority ethnic (collectively known as BAME) to those who have declared themselves as white (known as non-BAME). The ethnicity pay gap doesn’t include individuals who have not declared their ethnicity.

We are choosing to publish our ethnicity pay gap for the first time this year. Unlike gender pay gap reporting, our ethnicity pay gap is not a mandatory reporting requirement. The Government is in consultation on how and when employers may be required to publish their ethnicity pay gaps. For now, we have calculated our ethnicity pay gap using the same rules that are in place for the gender pay gap.

Are pay gaps different from equal pay?

Yes, there are important differences between pay gaps and equal pay.

The gender pay gap measures the difference in the average pay between men and women, so it’s affected by the type of jobs that men and women are doing.

Women represent nearly two thirds (63%) of our workforce. However, we’ve more women than men in our junior jobs and fewer women than men in our more senior jobs. This is essentially what creates our gender pay gap.

Similarly, the ethnicity pay gap measures the difference in average hourly pay received by one ethnic group compared to another.

The ethnicity pay gap is more complex than the gender pay gap. However, we can see that it is also affected by our workforce structure. We have a higher proportion of BAME employees in our lower paid roles than in our more senior roles.

Equal pay is about the pay of people who are doing the same or equivalent jobs. We’re confident we don’t have issues with equal pay and continue to test this with regular audits.

Our gender pay gap

As of 5 April 2017, our mean average gender pay gap is 29 per cent

As of 5 April 2019, our mean gender pay gap was 28%.

This figure is influenced by the number of men and women in different roles, including:


  • Employees who hold a contract of employment
  • Temporary workers contracted to personally provide a service
  • Non-Executive Directors.

It’s not a comparison of the pay received by men and women doing the same job.

Our workforce - The spread of men and women in senior and junior roles

Our ethnicity pay gap

As of 5 April 2019, our mean ethnicity pay gap was 17%

As of 5 April 2019, our mean ethnicity pay gap was 17%.

This figure has been calculated using the same rules that are in place for the gender pay gap. The ethnicity pay gap is based on 89% of our workforce voluntarily providing their ethnicity through self-identification, including:

  • Employees who hold a contract of employment
  • Non-Executive Directors

Temporary workers contracted to provide a service were not able to disclose their ethnicity at the time of the report. We hope to increase the declaration rate in any future reporting by including temporary workers.

The ethnicity pay gap is influenced by the number of BAME and non-BAME individuals in different roles. It is not a comparison of the pay received by BAME and non-BAME people doing the same job.

Our workforce profile

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