A 2022 review of our Gender and Ethnicity pay gaps, featuring actions we are taking to eliminate this in the coming years.
We are extremely proud to have reduced the median gender pay gap to zero in ODI this year. Read on for more information on our 2022 Gender and Ethnicity pay gap review and our commitments to continuous improvement.
Overview
At ODI we are committed to developing a culture that is inclusive, transparent and accountable. We actively seek to promote workforce diversity and equality of opportunity in everything we do. We see Gender and Ethnicity Pay Reporting as critical in driving change, ensuring ODI remains a great place to work.
ODI has been publishing both gender and ethnicity pay gap information on a voluntary basis for the past three years, despite having less eligible staff than required for statutory reporting. We see the monitoring of this information as an important part of our Diversity and Inclusion strategy. This report uses data as at 5th April 2022.
Given that ODI has fewer than 250 employees, each person’s weighting is significant in terms of pay reporting. The small size of our organisation means that each new member of staff or colleagues leaving ODI can affect the result by up to 2% depending on their salary level.
Gender pay gap statement
As at 5th April 2022 ODI had 184 eligible employees. 133 were female and 51 were male. The median average salary for both males and females was £24.64 per hour. We are pleased to announce that our median gender pay gap is now 0.0%.
ODI's gender pay gap
| Date | Mean % | Median % |
| 2017 | 13.4 | 10.0 |
| 2018 | 9.8 | 4.6 |
| 2019 | 10.2 | 9.7 |
| 2020 | 10.9 | 7.6 |
| 2021 | 10.5 | 2.3 |
| 2022 | 6.4 | 0.0 |
Ethnicity pay gap statement
Over the past year ODI has taken action to increase the number of staff from ethnic minority groups. Our senior leadership team is now evenly split across genders and ethnic backgrounds. Staff from ethnic minority groups make up 32% of employees. The chart below shows that there is no ethnic pay gap across most of the Institute. However, there is a pay gap at middle management level where there are many more white staff than staff from ethnic minorities. This clearly demonstrates the need to increase the numbers of ethnic minority staff in the middle management pay grades.
| Number of employees | % minority ethnic staff | Mean ethnic pay gap % | Median ethnic pay gap % | |
| Lower quartile | 46 | 46 | -6.3 | -1.6 |
| Lower middle quartile | 46 | 39 | -5.2 | -5.2 |
| Upper middle quartile | 46 | 26 | 2.9 | 0.0 |
| Upper quartile | 46 | 17 | -16.0 | 17.5 |
ODI's ethnic pay gap
| Date | Mean pay gap % | Median pay gap % |
| 2020 | 10.8 | 9.2 |
| 2021 | 6.9 | 10.7 |
| 2022 | 9.0 | 14.6 |
Our response and commitment to action
We are working hard to address the ethnicity pay gap and maintain our success eliminating the gender pay gap at ODI.
Last year we committed to reviewing all vacancies with a diversity lens; embedding training for all managers on unconscious bias; and introducing a new pay progression structure to address historical imbalances. This work has already started to yield positive results but we know we must maintain momentum.
Our action plan for the coming year is to continue the roll out of our new policy on pay progression and to continue the review of our recruitment and selection procedures from a diversity and inclusion perspective.