Introduction
At ONP we are committed to fostering an inclusive and diverse workplace where all colleagues 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 actual earnings between men and women across our organisation, regardless of role or seniority. It does not include 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
Males: 84.1% this compares to 53.9% in the previous year
Females: 83.4% this compares to 46.8% in the previous year
| Difference in Pay | Mean | Median |
| Hourly | 11.3% | 10.6% |
| Bonus | 17.4% | 0% |
The mean hourly rate gap has reduced by 6% year on year. Previously the highest 1% were all males, whereas this year the highest 1% are split 60% male and 40% female. The roles of the highest earners are of specialist expertise. If you do not include these in the calculation, the gap is 7%.
Bonus continues to form an important element of total pay for our fee earning 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 higher bonus opportunity.
Our data shows that the highest bonus payments were made to more females than males. In addition, for the first time this year we paid a small one off bonus to colleagues who were not eligible to participate in another bonus scheme.
Our Median bonus gender pay gap has reduced from 5.7% in the previous year to 0%. However, the mean bonus gender pay gap increased by 22%. This is due to overall gender split across the organization, with more females being eligible to receive the small one off bonus, bringing down the average amount paid.
| Lower | Lower Middle | Upper Middle | Upper | |
| Female | 65.6% | 80.6% | 67.7% | 57.3% |
| Male | 34.4% | 19.4% | 32.3% | 42.7% |
The overall gender split of full-pay relevant colleagues (not-reportable) is 67.8% female and 32.2% 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 sit.
Steps we are taking to close the gap
To continue to address our gender pay gap, we continue to focus on several initiatives including:
- Talent Development and Progression: Ensuring equal opportunities for promotion and career development for all colleagues.
- Flexible working & Family Support: Enabling flexible working options, including remote working and supporting colleagues 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 recognized and rewarded fairly. We will continue to monitor our progress and take further steps to promote gender equality within ONP.
Karen Buckley
Chief People Officer
