NWH reports positive progress on gender pay gap

The NWH Group has announced positive progress in the latest release of its gender pay gap report.

The company reported a 2.78% improvement in its mean* gender pay gap from the previous year to 3.45% in favour of female employees. According to the Office for National Statistics, as of 2023, the gender pay gap in the UK for all employees was 14.3%. In the report, the NWH Group also highlights its median** pay gap with a reduction of 2.19%, meaning that, based on this calculation, women employed in the business earn more than men during this reporting year.

The company’s workforce is predominantly comprised of male employees, reflecting the industry’s reliance on roles such as HGV drivers, where historically, male representation has been higher. However, it’s crucial to highlight that the NWH Group’s gender split surpasses industry norms.

The landscape of gender pay equality in the UK, as highlighted by the Office for National Statistics (ONS), continues to evolve. While there has been progress, particularly among younger age groups, the waste management and haulage industries still face significant challenges in achieving gender parity. These challenges stem from long-standing stereotypes and barriers historically discouraging female participation in these sectors.

Daniel Moczynski, HR Manager at NWH Group, commented: “We’re very aware of the importance of transparency and accountability in all our business practices, particularly when it comes to fostering diversity and inclusion. Diversity undoubtedly has intrinsic value, and we are dedicated to ensuring fair employment opportunities for all individuals, regardless of gender. This commitment extends to every role within our organisation, from drivers and operatives to management positions.

“Through awareness campaigns, mentorship programmes and employee resource groups, we strive to create a sense of belonging for all team members. We actively collaborate with industry partners, educational institutions and government agencies to advocate for policies and initiatives that promote gender diversity and equality in the waste management and haulage sectors.”

NWH Group has acknowledged that effecting change in a traditionally male-dominated industry requires deliberate and sustained effort. To this end, it has implemented targeted initiatives to attract and retain female talent. These efforts include recruitment strategies where the business has revised its processes to focus on merit and potential rather than traditional gender biases. It actively promotes job opportunities within its company to diverse audiences, ensuring that its workforce reflects the communities it serves.

By investing in continuous learning and skills development, the business aims to empower individuals to excel in their roles and progress within the organisation. It provides comprehensive training and development programmes designed to support all employees’ professional growth and advancement.

Daniel concluded: “As we reflect on the findings presented in this report, it’s clear there is still work to be done. However, I am confident that we can drive meaningful progress towards a more equitable future for all with our collective efforts and commitment to change.”

* Figures based on the mean gender pay gap which is the difference between the average hourly earnings of men and women.

** The median hourly pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women. It is the middle salary when all salaries are sorted in numerical order.

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