Gender Pay Review 2017

I am writing to report the findings of our 2017 gender pay report. All organisations in the UK with more than 250 employees are required to publish their gender pay gap figures.

It’s important that our employees know what the gender pay gap is, what it isn’t and what the figures look like at Saga in 2017’s report. I hope this report clarifies this, so we can talk confidently about our gender pay gap and what actions we are taking as a business to close our gap in the long term.

Gender pay and equal pay often get confused but they are not the same thing. Gender pay looks at the difference between average pay of all men and women across the whole business, regardless of job types or how senior they might be. Equal pay looks at an unlawful pay gap between male and female employees carrying out the same roles with the same experience and skills, and is not a component of this report. However, we are not complacent and this continues to be a key area of focus for us in 2018 and we’re planning a number of steps to ensure our approach to pay is in line with our reward principles and is as fair and transparent as possible.

The vast majority of organisations in the UK have a gender pay gap, so it will come as no surprise that our report outlines that we too have a gender pay gap at Saga. Our gender gap is largely driven by a gender imbalance of more male employees in senior, highly paid positions. There is no “quick fix” to this, and achieving more equal gender representation across our organisation requires sustained drive and focus in the longer term. This is something we are passionate about and committed to and which will continue to develop Saga as a diverse and inclusive employer.

We are confident that men and women are paid fairly and equally for doing equivalent jobs across our business. We welcome the annual requirement to publish our gender pay information, and see this as an opportunity to test the effectiveness of our existing strategies and identify areas where we can improve.

Karen Caddick, Group HR Director

Gender Pay Review Report