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  • Gender pay statistics

  • Building a diverse workforce and creating an inclusive workplace are vitally important to achieving our purpose, vision and values. We support the UK Government’s initiative on this important topic.

    We have regularly tracked equal pay internally, and in December 2015 we voluntarily disclosed gender pay gap information. We have now updated the analysis according to the methodology set out in the UK gender pay gap regulations which came into effect April 2017. Data specific to each legal entity employing at least 250 employees will follow in due course prior to the April 2018 deadline set by the Government.

    Pay Gap based on 5 April snapshot

    The UK-wide pay gap is 5.6% at the mean and 3.3% at the median, which are significantly narrower than the gender pay gap cited by the Office of National Statistics (ONS) of 18.1%.


    The quartile analysis below shows that females, who represent 25% of our total UK population, are under-represented at National Grid and in our industry more generally and both we and our industry need to continue our work to recruit more women.


    Bonus Gap based on 12 months preceding 5 April

    The UK-wide bonus gap is 20.0% at the mean and 2.6% at the median, which presents a mixed picture. The mean number is driven by a number of factors, including:

    • several senior females not receiving full year short-term incentive payouts or any long-term incentive payouts in the year due to being recently appointed;
    • fewer women than men in the most senior roles; and
    • the higher proportion of women working part-time versus men and therefore receiving pro-rated bonuses and long-term incentive awards.

    Actions we are undertaking to address the gap

    We already have a number of initiatives underway to actively recruit women, including:

    •  signing up to the Government’s Your Life campaign – a nationwide call to action to attract more women into technology and engineering – which recognises that boosting skills in science, technology, engineering and maths (STEM) subjects will be essential if the UK is to thrive in the global economy;
    •  participation in the Women’s Engineering Society which actively campaigns to encourage women to participate and achieve as engineers, scientists and as leaders; 
    •  being part of the POWERful Women pledge, which is showcasing female leadership potential in the UK’s energy sector. The campaign is working towards a position where, by 2030, women will make up 30% of energy company executive board members and 40% of energy company middle managers; and
    •  developing a Women in National Grid Yearbook, which showcases a number of our UK female role models, and is available to potential applicants so they can envisage a career with us. 


    We also have a number of internal-facing initiatives under way, including:

    •  reverse mentoring programme which provides leaders with a greater understanding of the challenges facing our diverse workforce, and more confidence in discussing diversity in the organisation; 
    •  an employee resource group (WiNG – Women in National Grid) that builds awareness and understanding of inclusion and diversity throughout the organisation and provides valuable feedback and suggestions for improvements; and 
    •  Spring Board / Spring Forward training courses with a target audience of females in junior grades to provide support with career and personal development. 


    Tracking our Progress

     We regularly track our progress against our diversity metrics and take appropriate actions to drive improvement.  For example, women represented a greater proportion of appointments last year than in the year prior, and the proportion of women who were promoted was the same as the proportion of men who were promoted.  

    Sir Peter Gershon

    Chairman, National Grid