Introduction
At ONP, we are committed to fostering an inclusive and diverse workplace where all employees are treated fairly and have equal opportunities for career progression. As part of this commitment, we publish our gender pay gap data in line with the UK government’s reporting requirements for employers with 250 or more employees.
The gender pay gap measures the difference in average earnings between men and women across our organisation, regardless of role or seniority. It does not indicate unequal pay for equal work, which is unlawful under the Equality Act 2010.
We are an equal opportunity employer, and we aim to create the best possible working environment every day. We are committed to fostering a diverse, equitable and inclusive environment where all team members feel valued and respected.
Our Data
Percentage of Males and Females who received bonus pay
| Difference in Pay | Mean | Median |
| Hourly | 17.20% | 12.00% |
| Bonus | -4.80% | 5.70% |
The hourly rate gap is somewhat distorted by the highest 1%, who are males. The roles of the highest earners are of specialist expertise. If you do not include these in the calculation, the median gap is only 1%.
Bonus forms an important element of total pay for our fee earner colleagues working in conveyancing and remortgage. There is no significant difference in the ability to earn a bonus when comparing males and females in equivalent job roles. However, there are a higher proportion of males in senior leadership roles (non fee earning roles) which typically have a bonus opportunity.
The overall gender split of full-pay relevant colleagues (not reportable) is 67.5% female and 32.5% male.
Whilst there are more females in our overall headcount than males, this is not represented in our senior management population, where our higher earners reside.
Steps We Are Taking to Close the Gap
To address our gender pay gap, we are implementing several initiatives, including:
- Talent Development & Progression: Ensuring equal opportunities for promotion and career development for all employees.
- Flexible Working & Family Support: Enabling flexible working options and supporting employees with caring responsibilities.
- Recruitment Practices: Encouraging diverse candidate shortlists and eliminating unconscious bias in hiring decisions.
Our Commitment
We remain dedicated to closing our gender pay gap and fostering an inclusive workplace where talent is recognised and rewarded fairly. We will continue to monitor our progress and take further steps to promote gender equality within ONP.
Karen Buckley
People & Culture Director
