Gender pay reporting 2017 - Drax

'By 2020, it is our aim to have 40% of the senior leadership roles across Drax Group held by women' – Drax Group CEO Will Gardiner

Our gender pay gap figures are not good enough. We need to build a more diverse and inclusive environment across Drax Group where colleagues are able to realise their potential and be supported to be at their best.

Without doubt, the energy sector as a whole must do more to attract, engage and progress women. I am going to take the lead and change the way we do things at Drax Group to ensure we are an employer of choice for women, and all people who see their future in energy. That’s why, in 2018, we will introduce unconscious bias training, implement a talent review and bring forward a series of diversity and inclusion forums. And by 2020, it is our aim to have 40% of the senior leadership roles across Drax Group held by women.

A commitment to diversity is fundamental to achieving our strategic goals and delivering our purpose: helping to change the way energy is generated, supplied and used for a better future. Looking at gender pay is an important part of this.

– Will Gardiner, Chief Executive, Drax Group plc

Gender pay gaps

 Drax PowerOpus EnergyHaven Power
Hourly difference (mean)6.2%11.9%27.4%
Hourly difference (median)18.3%3.6%30.4%
Bonus difference (mean)-34.4%11.3%62.8%
Bonus difference (median)-21.2%15.3%30.1%

Proportions of males and females paid a bonus

 Drax PowerOpus EnergyHaven Power
Male93%76.9%80.7%
Female86.9%80.8%80.8%

Percentage of males and females in each pay quartile

Drax Power

 Opus Energy

Haven Power

 

Drax Power

Opus Energy

Haven Power