104:@0.049248:0.056159:0.070668:0.056159:0.070668:0.047246:0.049248:0.047246:0.006885:0.006804:0.007732
Remuneration and staff report:@0.665182:0.058552:0.905129:0.058552:0.905129:0.047968:0.665182:0.047968:0.010762:0.008910:0.015121:0.009996:0.009996:0.008910:0.006355:0.008942:0.006387:0.004710:0.010092:0.009996:0.006052:0.008591:0.009900:0.010092:0.005716:0.007393:0.006563:0.008990:0.006467:0.006467:0.005637:0.006355:0.008862:0.010092:0.009756:0.006627:0.006211
Gender pay gap:@0.048828:0.103397:0.184974:0.103397:0.184974:0.092256:0.048828:0.092256:0.012942:0.009917:0.011093:0.011345:0.009917:0.007312:0.006471:0.011093:0.009749:0.009749:0.005715:0.010925:0.009497:0.010421
In  March 2022,  in accordance with the requirements :@0.048828:0.125246:0.427582:0.125246:0.427582:0.114662:0.048828:0.114662:0.003449:0.007393:0.004375:0.002938:0.013956:0.007808:0.005381:0.007138:0.008830:0.006052:0.009070:0.009165:0.009165:0.009245:0.003705:0.004375:0.002523:0.003273:0.007649:0.006387:0.008128:0.007377:0.007377:0.009357:0.005557:0.009405:0.008128:0.009038:0.007377:0.008175:0.004790:0.011928:0.004040:0.005716:0.009405:0.006052:0.005413:0.009038:0.008160:0.006052:0.005557:0.008351:0.009118:0.009038:0.003657:0.005557:0.008064:0.013525:0.008160:0.009038:0.005158:0.006770:0.004375
under the Equality Act 2010, we published :@0.048828:0.140628:0.356941:0.140628:0.356941:0.130044:0.048828:0.130044:0.009038:0.008782:0.009405:0.008080:0.005557:0.005110:0.005413:0.009038:0.008160:0.006467:0.008080:0.009150:0.009038:0.007936:0.003864:0.003864:0.005221:0.007728:0.004375:0.010922:0.007649:0.005637:0.005637:0.008990:0.009165:0.009070:0.009165:0.003465:0.005780:0.012359:0.008990:0.006052:0.009165:0.008655:0.009070:0.003864:0.003529:0.006563:0.008655:0.007984:0.009070:0.004375
our 2021  gender pay gap report. The report :@0.048407:0.156009:0.366580:0.156009:0.366580:0.145425:0.048407:0.145425:0.009165:0.008830:0.005381:0.005716:0.008239:0.008319:0.008239:0.008239:0.004375:0.004535:0.009405:0.008160:0.009038:0.009405:0.008112:0.005557:0.005956:0.009070:0.007728:0.007393:0.005301:0.008990:0.007808:0.008990:0.006467:0.005381:0.008064:0.009070:0.008990:0.005381:0.005413:0.003241:0.006467:0.008367:0.008782:0.008351:0.005940:0.005301:0.007984:0.009070:0.008990:0.005381:0.005205:0.004375
was published on the GOV.UK website.:@0.047567:0.171688:0.326619:0.171688:0.326619:0.161103:0.047567:0.161103:0.012183:0.008575:0.007138:0.006052:0.009070:0.008734:0.009070:0.003864:0.003864:0.006387:0.008734:0.008064:0.009070:0.006467:0.008575:0.008399:0.006052:0.005413:0.009038:0.008160:0.006052:0.010954:0.012487:0.010092:0.003465:0.011241:0.009261:0.004599:0.011545:0.008623:0.009389:0.006994:0.003864:0.005413:0.008702:0.003465
What are the key highlights of the:@0.047567:0.194085:0.319792:0.194085:0.319792:0.182943:0.047567:0.182943:0.017144:0.010118:0.009295:0.006538:0.005311:0.009043:0.006337:0.008824:0.005295:0.006538:0.009850:0.009093:0.005950:0.009396:0.008757:0.009043:0.005496:0.009833:0.004774:0.010102:0.009917:0.004774:0.004774:0.010118:0.009917:0.006538:0.007076:0.005295:0.010270:0.006622:0.004874:0.006538:0.009681:0.009093
 :@0.319523:0.194085:0.324128:0.194085:0.324128:0.182943:0.319523:0.182943:0.004605
2021 gender pay gap report?:@0.047987:0.209764:0.276040:0.209764:0.276040:0.198622:0.047987:0.198622:0.008740:0.008740:0.008824:0.008824:0.006807:0.010404:0.009093:0.010169:0.010673:0.009093:0.006690:0.005648:0.010169:0.008824:0.008824:0.004874:0.010404:0.008757:0.010421:0.005883:0.006690:0.008774:0.010421:0.009917:0.006690:0.006337:0.007362
•  Our 2021  gender median pay gap has decreased to :@0.048828:0.231257:0.439175:0.231257:0.439175:0.220672:0.048828:0.220672:0.006483:0.004375:0.007712:0.012040:0.009038:0.005557:0.005221:0.008399:0.008399:0.008319:0.008319:0.004375:0.004120:0.009405:0.008160:0.009038:0.009405:0.008112:0.005557:0.005956:0.013445:0.008064:0.009165:0.003864:0.007904:0.008830:0.006467:0.009070:0.007728:0.007393:0.005637:0.008990:0.007808:0.008990:0.006052:0.008734:0.007728:0.006563:0.005637:0.009405:0.007904:0.007377:0.005221:0.008064:0.007904:0.006770:0.007936:0.009165:0.006052:0.005126:0.008990:0.004375
7%  compared to 9.1 %  in 2020. The decrease in the :@0.067401:0.246936:0.445261:0.246936:0.445261:0.236351:0.067401:0.236351:0.009581:0.014626:0.004375:0.002427:0.007138:0.009070:0.013525:0.009165:0.008128:0.005317:0.008351:0.009134:0.006052:0.005413:0.009038:0.005301:0.008064:0.003273:0.007984:0.004870:0.013700:0.004375:0.003273:0.003273:0.007649:0.006467:0.008990:0.008990:0.008910:0.008990:0.003465:0.006627:0.008367:0.008782:0.008351:0.005940:0.009165:0.008160:0.007377:0.005317:0.008160:0.008128:0.006499:0.008160:0.006467:0.003273:0.007569:0.006052:0.005413:0.008702:0.008064:0.004375
median  pay gap could  be in  part due to the removal of :@0.067737:0.262377:0.463417:0.262377:0.463417:0.251792:0.067737:0.251792:0.013445:0.008064:0.009165:0.003864:0.007904:0.008830:0.004375:0.002523:0.009070:0.007728:0.007393:0.005205:0.008990:0.007808:0.008990:0.006052:0.007058:0.008990:0.008734:0.003864:0.008910:0.004375:0.002427:0.008575:0.007569:0.006052:0.003273:0.007649:0.004375:0.002427:0.009389:0.007760:0.005557:0.005205:0.005205:0.009405:0.008670:0.008160:0.005205:0.005413:0.009134:0.005301:0.005413:0.009038:0.008080:0.006052:0.005381:0.007984:0.013285:0.008990:0.007313:0.007808:0.003864:0.006307:0.008910:0.004790:0.004375
pay points across all pay bands as part of the Agenda :@0.067737:0.277818:0.451601:0.277818:0.451601:0.267234:0.067737:0.267234:0.009070:0.007728:0.007393:0.005716:0.009165:0.009070:0.003864:0.008734:0.005205:0.006770:0.005589:0.007808:0.007138:0.005381:0.009165:0.006563:0.006770:0.005158:0.007473:0.003529:0.003529:0.006387:0.009070:0.007728:0.007393:0.005716:0.009389:0.007760:0.009038:0.009118:0.006770:0.005493:0.007473:0.006211:0.006052:0.009165:0.007904:0.005557:0.005205:0.005716:0.009357:0.004758:0.004790:0.005413:0.009038:0.008160:0.005205:0.010299:0.009405:0.008527:0.009038:0.009405:0.008128:0.004375
for Change terms and conditions contract refresh.:@0.066980:0.293139:0.422837:0.293139:0.422837:0.282555:0.066980:0.282555:0.004998:0.009549:0.005557:0.005700:0.010171:0.009038:0.008447:0.009038:0.009708:0.008351:0.005349:0.005413:0.008351:0.005557:0.013748:0.006770:0.005381:0.007808:0.008575:0.008990:0.006467:0.007377:0.009357:0.009038:0.009181:0.003864:0.005413:0.003864:0.009357:0.008846:0.006770:0.005589:0.007377:0.009357:0.009038:0.005413:0.005796:0.008128:0.007377:0.005589:0.005637:0.005301:0.008064:0.004998:0.005253:0.008064:0.006770:0.008607:0.003465
•  Our gender mean  pay gap has increased from 7.8% :@0.048828:0.315352:0.442001:0.315352:0.442001:0.304768:0.048828:0.304768:0.006483:0.004375:0.007712:0.012040:0.009038:0.005557:0.005221:0.009405:0.008160:0.009038:0.009405:0.008112:0.005557:0.005956:0.013365:0.007984:0.007808:0.008734:0.004375:0.002523:0.009070:0.007728:0.007393:0.005205:0.009070:0.007808:0.008990:0.006387:0.008734:0.007728:0.006563:0.005637:0.003864:0.008734:0.007138:0.005381:0.008160:0.007808:0.006770:0.007936:0.009165:0.006052:0.004998:0.005557:0.009022:0.013525:0.006052:0.009581:0.003944:0.009501:0.014451:0.004375
in 2020 to 8.4%. The report identifies a  number:@0.067735:0.330793:0.412798:0.330793:0.412798:0.320209:0.067735:0.320209:0.003369:0.007984:0.006052:0.008990:0.009165:0.009070:0.009070:0.005637:0.005126:0.008990:0.005637:0.009916:0.004040:0.009836:0.015042:0.003944:0.006467:0.008367:0.008782:0.008351:0.005940:0.005557:0.008064:0.009389:0.009022:0.005557:0.005205:0.005637:0.003864:0.009405:0.008160:0.009038:0.005413:0.003864:0.004790:0.003864:0.008351:0.006770:0.005046:0.006898:0.004375:0.002427:0.009038:0.008782:0.013748:0.009118:0.008351:0.005557
of significant drivers behind our increased gender :@0.067401:0.346175:0.424455:0.346175:0.424455:0.335591:0.067401:0.335591:0.009357:0.004998:0.005397:0.006770:0.003864:0.009405:0.009213:0.003864:0.004998:0.003864:0.007377:0.008303:0.009038:0.005413:0.005301:0.009405:0.005221:0.003864:0.007393:0.008160:0.005381:0.006770:0.005493:0.009070:0.007984:0.008830:0.003864:0.008655:0.009165:0.006467:0.009165:0.008830:0.005381:0.006052:0.003864:0.008575:0.007058:0.005381:0.008160:0.007808:0.006563:0.008064:0.009070:0.006467:0.009405:0.008080:0.009038:0.009118:0.008160:0.005557:0.004375
mean pay gap including sector and  role specific :@0.067737:0.361557:0.410644:0.361557:0.410644:0.350973:0.067737:0.350973:0.013445:0.008064:0.008128:0.008686:0.006467:0.009070:0.007728:0.007393:0.005637:0.009070:0.007808:0.008990:0.006052:0.003864:0.008830:0.007138:0.003864:0.008734:0.009165:0.003864:0.008655:0.009165:0.006467:0.006770:0.008351:0.007377:0.005158:0.009357:0.005349:0.005205:0.007808:0.008655:0.008990:0.004375:0.002427:0.005046:0.008655:0.003609:0.007728:0.006052:0.006770:0.009118:0.008351:0.007201:0.003864:0.004998:0.003657:0.007377:0.004375
considerations.  During the 2021  reporting year, we :@0.067401:0.376939:0.435569:0.376939:0.435569:0.366355:0.067401:0.366355:0.007377:0.009181:0.009038:0.006770:0.003864:0.009405:0.008160:0.005557:0.008128:0.005413:0.003864:0.009357:0.008862:0.006770:0.003465:0.004375:0.002954:0.010842:0.008734:0.005381:0.003864:0.008495:0.009070:0.006052:0.005413:0.009038:0.008160:0.006052:0.008239:0.008319:0.008239:0.008239:0.004375:0.004950:0.005557:0.007968:0.009070:0.008990:0.005381:0.005413:0.003577:0.008655:0.009070:0.005637:0.007473:0.007984:0.007808:0.005301:0.003273:0.005716:0.012183:0.008734:0.004375
employed  more females than males in assistant and :@0.067401:0.392617:0.439225:0.392617:0.439225:0.382032:0.067401:0.382032:0.008351:0.013333:0.009165:0.003864:0.008990:0.007728:0.007984:0.009165:0.004375:0.002427:0.013285:0.008990:0.005301:0.007984:0.005205:0.004998:0.008351:0.013748:0.008128:0.003864:0.008559:0.006770:0.005253:0.005413:0.009038:0.008128:0.009038:0.006706:0.013365:0.007808:0.003864:0.007984:0.006563:0.006052:0.003273:0.007569:0.006467:0.008128:0.006579:0.006770:0.003864:0.006770:0.005413:0.008128:0.009038:0.005413:0.005285:0.007649:0.008495:0.008830:0.004375
administrative roles at band 4 within Claims and :@0.067401:0.407999:0.415034:0.407999:0.415034:0.397414:0.067401:0.397414:0.008128:0.009405:0.013397:0.003864:0.009038:0.003864:0.006770:0.005413:0.005557:0.008128:0.005413:0.003864:0.007649:0.008351:0.006387:0.005301:0.008734:0.003609:0.007904:0.006387:0.005637:0.008128:0.005158:0.005637:0.008910:0.007728:0.008655:0.008990:0.006052:0.008910:0.004870:0.011848:0.003864:0.005716:0.009245:0.003864:0.009421:0.006052:0.009884:0.003864:0.008128:0.004088:0.013956:0.006770:0.005748:0.007649:0.008495:0.008830:0.004375
HR&OD.  In contrast,  male employees predominantly :@0.068157:0.423440:0.443255:0.423440:0.443255:0.412855:0.068157:0.412855:0.010762:0.008990:0.012024:0.011353:0.010507:0.003273:0.004375:0.002858:0.003529:0.007393:0.006467:0.007377:0.009357:0.009325:0.005413:0.005557:0.008128:0.006770:0.005413:0.003465:0.004375:0.002571:0.013445:0.007808:0.003864:0.007984:0.005637:0.008351:0.013413:0.009389:0.003641:0.009165:0.007728:0.007984:0.008351:0.006770:0.005892:0.009389:0.005557:0.008160:0.009405:0.009165:0.013748:0.003864:0.009038:0.007888:0.009038:0.005413:0.003864:0.007489:0.004375
occupy roles within  Digital,  Data and Technology :@0.067401:0.438822:0.419170:0.438822:0.419170:0.428237:0.067401:0.428237:0.009357:0.007377:0.007377:0.008830:0.009389:0.007728:0.005573:0.005205:0.008734:0.003609:0.007904:0.006387:0.004870:0.011848:0.003864:0.005716:0.009245:0.003864:0.009421:0.004375:0.002523:0.010922:0.003864:0.009086:0.003864:0.005205:0.007904:0.003864:0.003273:0.004375:0.002427:0.010922:0.007904:0.005205:0.007904:0.006052:0.007808:0.008575:0.008990:0.006052:0.008367:0.008016:0.007377:0.008591:0.008830:0.009070:0.003864:0.008990:0.009165:0.007728:0.004375
(DDaT). As these roles are in  high demand, they :@0.067401:0.454204:0.412272:0.454204:0.412272:0.443619:0.067401:0.443619:0.004822:0.010970:0.011002:0.008128:0.008175:0.004822:0.003241:0.006052:0.010666:0.007058:0.005301:0.005413:0.009038:0.008080:0.006770:0.008351:0.005892:0.005205:0.008734:0.003609:0.007904:0.006387:0.005716:0.007728:0.005301:0.007904:0.006467:0.003273:0.007649:0.004375:0.002427:0.008575:0.003609:0.008734:0.008575:0.006387:0.009405:0.008351:0.014004:0.008128:0.009038:0.009405:0.003465:0.006020:0.005413:0.009038:0.008160:0.007728:0.004375
are currently attracting a  recruitment and retention :@0.067401:0.469585:0.434962:0.469585:0.434962:0.459001:0.067401:0.459001:0.007728:0.005301:0.007904:0.006052:0.007377:0.008846:0.005557:0.005557:0.008351:0.009038:0.005413:0.003864:0.007728:0.005253:0.008128:0.005237:0.005413:0.005557:0.008128:0.007377:0.005413:0.003864:0.009038:0.009405:0.005892:0.006802:0.004375:0.002523:0.005557:0.008144:0.007377:0.005557:0.009038:0.003864:0.005413:0.013748:0.008351:0.009038:0.005413:0.005653:0.007808:0.008575:0.008990:0.006467:0.005381:0.008064:0.005413:0.008032:0.009038:0.005158:0.003864:0.009086:0.009038:0.004375
premium.  In addition, the impact of the Covid-19 :@0.067737:0.485263:0.423945:0.485263:0.423945:0.474679:0.067737:0.474679:0.009389:0.005317:0.008351:0.013493:0.003864:0.008830:0.013748:0.003225:0.004375:0.002858:0.003609:0.007649:0.006052:0.008128:0.009405:0.009197:0.003864:0.005413:0.003864:0.009357:0.009038:0.003465:0.006515:0.005413:0.009038:0.008080:0.006052:0.003864:0.013525:0.009165:0.008128:0.007377:0.005174:0.005637:0.009357:0.004758:0.005301:0.005413:0.009038:0.008080:0.005716:0.009884:0.009613:0.007649:0.004120:0.009581:0.006387:0.008830:0.007649:0.004375
pandemic on working women  has been widely :@0.067737:0.500644:0.406189:0.500644:0.406189:0.490059:0.067737:0.490059:0.009389:0.008128:0.009038:0.009165:0.008351:0.013748:0.003864:0.007377:0.005573:0.008575:0.008399:0.005205:0.011768:0.009660:0.005557:0.008223:0.003864:0.009421:0.009660:0.005637:0.011848:0.009581:0.013956:0.008575:0.009245:0.004375:0.002523:0.008734:0.007728:0.006563:0.006052:0.008830:0.007808:0.007808:0.008575:0.005637:0.011545:0.004088:0.009581:0.008575:0.003864:0.007984:0.004375
reported.  Having  reviewed our leaver metrics for the :@0.067737:0.516024:0.444048:0.516024:0.444048:0.505440:0.067737:0.505440:0.005381:0.008064:0.009165:0.009165:0.005557:0.005413:0.008016:0.009405:0.003194:0.004375:0.003689:0.010762:0.007728:0.007233:0.003864:0.008319:0.008910:0.004375:0.002427:0.005381:0.008351:0.007441:0.003864:0.008351:0.011225:0.008351:0.009213:0.006052:0.009357:0.009038:0.005381:0.005637:0.003864:0.008064:0.007904:0.007473:0.008064:0.005381:0.006052:0.013445:0.008160:0.005413:0.005349:0.003864:0.007138:0.006770:0.005078:0.004998:0.009549:0.005557:0.004950:0.005413:0.008702:0.008064:0.004375
reporting  period, some of the reasons for leaving :@0.067737:0.531405:0.420304:0.531405:0.420304:0.520821:0.067737:0.520821:0.005557:0.008064:0.009165:0.009070:0.005381:0.005413:0.003657:0.008734:0.009165:0.004375:0.002427:0.009165:0.008064:0.005381:0.003864:0.008990:0.009165:0.003465:0.006371:0.006770:0.008942:0.013365:0.008064:0.006052:0.009357:0.004758:0.004790:0.005413:0.009038:0.008160:0.006467:0.005301:0.008064:0.007904:0.006770:0.008942:0.008830:0.006770:0.005078:0.004998:0.009549:0.005557:0.005796:0.003864:0.007728:0.007728:0.007313:0.003864:0.008495:0.008990:0.004375
reflect the concerns that female staff have been :@0.067737:0.546786:0.412225:0.546786:0.412225:0.536201:0.067737:0.536201:0.005557:0.008351:0.004998:0.003864:0.008160:0.007377:0.005413:0.004695:0.005413:0.009038:0.008160:0.006052:0.007377:0.009357:0.009038:0.007377:0.008351:0.005557:0.009038:0.006770:0.004950:0.005413:0.009373:0.008319:0.005413:0.005349:0.004998:0.008351:0.013748:0.008128:0.003864:0.008351:0.006180:0.006770:0.005589:0.008128:0.004998:0.005190:0.005637:0.008830:0.007904:0.007473:0.008064:0.006052:0.008910:0.007808:0.007808:0.008575:0.004375
more affected by the pandemic than male staff.:@0.067737:0.562167:0.406652:0.562167:0.406652:0.551582:0.067737:0.551582:0.013285:0.008990:0.005301:0.007984:0.006052:0.008128:0.004998:0.004998:0.008351:0.007377:0.005413:0.008351:0.009405:0.006259:0.008830:0.007313:0.004870:0.005413:0.009038:0.008160:0.006052:0.009389:0.008128:0.009038:0.009165:0.008351:0.013748:0.003864:0.007377:0.004726:0.005413:0.009038:0.008128:0.009038:0.006706:0.013445:0.007808:0.003864:0.007984:0.005637:0.006770:0.005413:0.008128:0.004726:0.004998:0.003465
•  Our pay gap remains lower than the :@0.048828:0.584505:0.329492:0.584505:0.329492:0.573921:0.048828:0.573921:0.006483:0.004375:0.007712:0.012040:0.009038:0.005557:0.005637:0.009070:0.007728:0.007393:0.005205:0.008990:0.007808:0.008990:0.006467:0.005557:0.008064:0.013525:0.008128:0.003641:0.008830:0.006770:0.006004:0.003864:0.009357:0.011545:0.008351:0.005557:0.005285:0.005413:0.009038:0.008128:0.009038:0.005525:0.005413:0.008702:0.008064:0.004375
current UK pay gap of  15.4%.:@0.067401:0.599887:0.282023:0.599887:0.282023:0.589303:0.067401:0.589303:0.007377:0.009038:0.005557:0.005557:0.008527:0.009038:0.005413:0.005557:0.011177:0.009261:0.005780:0.009070:0.007728:0.007393:0.005205:0.008990:0.007808:0.008990:0.006052:0.009357:0.004758:0.004375:0.002938:0.009405:0.009405:0.003784:0.009325:0.014291:0.003465
•  In common with the wider NHS, our workforce is :@0.048828:0.622099:0.422377:0.622099:0.422377:0.611514:0.048828:0.611514:0.006483:0.004375:0.008128:0.003609:0.007728:0.006052:0.007377:0.009357:0.013525:0.013525:0.009357:0.009038:0.005142:0.011928:0.004040:0.005716:0.009405:0.006052:0.005413:0.009038:0.008160:0.004790:0.011928:0.004040:0.009836:0.008734:0.005796:0.005716:0.011353:0.010762:0.008064:0.003273:0.006467:0.009165:0.008830:0.005381:0.004870:0.011928:0.009660:0.005557:0.008303:0.005205:0.009581:0.005557:0.007808:0.008575:0.006052:0.003114:0.005381:0.004375
predominantly female; 64%  of our workforce is female.:@0.067735:0.637481:0.462761:0.637481:0.462761:0.626896:0.067735:0.626896:0.009389:0.005557:0.008080:0.009405:0.009357:0.013748:0.003864:0.009038:0.008128:0.009038:0.005413:0.003864:0.007728:0.004375:0.004998:0.008623:0.014036:0.008319:0.003864:0.008655:0.003465:0.006116:0.009405:0.009405:0.014195:0.004375:0.002523:0.009357:0.004758:0.005205:0.009070:0.009038:0.005333:0.004375:0.011848:0.009756:0.005557:0.008303:0.005205:0.009660:0.005557:0.007808:0.008575:0.005637:0.003369:0.005876:0.004870:0.004998:0.008351:0.013748:0.008128:0.003864:0.008351:0.003465
•  Female employees received a higher amount of :@0.048828:0.659752:0.408676:0.659752:0.408676:0.649167:0.048828:0.649167:0.006483:0.004375:0.008128:0.007792:0.007920:0.013445:0.007808:0.003864:0.007984:0.006052:0.008351:0.013413:0.009389:0.003641:0.009165:0.007728:0.007984:0.008351:0.006770:0.005892:0.005381:0.007984:0.007058:0.008064:0.003864:0.007138:0.007984:0.008990:0.006467:0.006898:0.006387:0.009038:0.003864:0.009197:0.009038:0.008351:0.005301:0.005301:0.008128:0.013748:0.009645:0.009038:0.009038:0.005621:0.005637:0.008990:0.004790:0.004375
bonus pay compared to male employees.:@0.067735:0.675134:0.358715:0.675134:0.358715:0.664549:0.067735:0.664549:0.009389:0.009022:0.009038:0.008702:0.006770:0.005924:0.009070:0.007728:0.007393:0.005301:0.007138:0.009165:0.013445:0.009165:0.008128:0.005317:0.008351:0.009038:0.006052:0.005413:0.009134:0.006052:0.013285:0.007728:0.003864:0.007824:0.006052:0.008064:0.013445:0.009165:0.003864:0.008990:0.007728:0.007984:0.008351:0.006435:0.003465
•  Over the  12-month  reporting  period, we appointed:@0.048828:0.697345:0.433346:0.697345:0.433346:0.686761:0.048828:0.686761:0.006483:0.004375:0.007712:0.011848:0.007473:0.008351:0.005349:0.004870:0.005413:0.009038:0.008160:0.004375:0.003273:0.008607:0.008367:0.006387:0.013189:0.009165:0.008734:0.005413:0.008702:0.004375:0.002427:0.005381:0.008064:0.009070:0.008990:0.005381:0.005413:0.003657:0.008734:0.009070:0.004375:0.002427:0.009389:0.007920:0.005381:0.003864:0.008990:0.009165:0.003465:0.005525:0.012359:0.008990:0.005637:0.008128:0.009022:0.009389:0.009022:0.003864:0.008830:0.005413:0.008112:0.009405
1.5 times more females into senior roles than  males.:@0.068996:0.712787:0.438984:0.712787:0.438984:0.702202:0.068996:0.702202:0.008319:0.003465:0.008383:0.006052:0.005413:0.003864:0.013748:0.008160:0.006770:0.005589:0.013285:0.008990:0.005301:0.007984:0.005637:0.004998:0.008351:0.013748:0.008128:0.003864:0.008559:0.006770:0.006084:0.003864:0.008575:0.005205:0.008990:0.005637:0.006770:0.008351:0.008830:0.003864:0.009086:0.005557:0.005541:0.005205:0.008734:0.003609:0.007904:0.006387:0.005301:0.005413:0.009038:0.008128:0.008846:0.004375:0.002523:0.013285:0.007808:0.003864:0.007904:0.006467:0.003465
•  While bands 7 to 8b are largely reflective of :@0.048828:0.734998:0.383192:0.734998:0.383192:0.724414:0.048828:0.724414:0.006483:0.004375:0.006882:0.015121:0.009245:0.003864:0.004040:0.008351:0.006611:0.009070:0.007808:0.008830:0.009165:0.006770:0.005493:0.007649:0.006052:0.005413:0.009134:0.005301:0.008239:0.009070:0.006052:0.007808:0.005301:0.007904:0.006387:0.003864:0.007824:0.005381:0.009165:0.008064:0.003864:0.007489:0.005637:0.005557:0.008144:0.004998:0.003864:0.008032:0.007377:0.005142:0.003864:0.007393:0.008160:0.005637:0.009357:0.004758:0.004375
the organisation's profile, as in the 2020 report :@0.066980:0.750379:0.407333:0.750379:0.407333:0.739795:0.066980:0.739795:0.005413:0.009038:0.008160:0.006052:0.009165:0.005557:0.009229:0.008128:0.008846:0.003864:0.006770:0.007936:0.005413:0.003657:0.009357:0.009038:0.003449:0.006770:0.006004:0.009165:0.005381:0.009070:0.004998:0.003864:0.003657:0.008160:0.003465:0.006371:0.007728:0.006387:0.006052:0.003273:0.007569:0.006052:0.005413:0.009038:0.008160:0.005637:0.008990:0.009165:0.009070:0.009070:0.006467:0.005301:0.007984:0.009070:0.008990:0.005381:0.005205:0.004375
there was an upwards trend  in employing :@0.066980:0.765760:0.367828:0.765760:0.367828:0.755175:0.066980:0.755175:0.005413:0.009038:0.008160:0.005557:0.008144:0.005205:0.012104:0.008575:0.007138:0.005716:0.007649:0.008495:0.006387:0.009038:0.009389:0.011736:0.008128:0.005557:0.009405:0.006770:0.005349:0.005413:0.005253:0.008160:0.008734:0.009165:0.004375:0.002427:0.003273:0.007649:0.006467:0.007984:0.013365:0.009165:0.003864:0.008990:0.007473:0.003864:0.008734:0.009165:0.004375
more female staff in  band  5 during 2021.:@0.067737:0.781437:0.362086:0.781437:0.362086:0.770853:0.067737:0.770853:0.013285:0.008990:0.005301:0.007984:0.005637:0.004998:0.008351:0.013748:0.008128:0.003864:0.008351:0.006180:0.006770:0.005589:0.008128:0.004998:0.005190:0.005637:0.003273:0.007649:0.004375:0.002523:0.008910:0.007728:0.008655:0.008990:0.004375:0.002858:0.006898:0.006387:0.009165:0.008734:0.005381:0.003864:0.008575:0.009070:0.006467:0.008990:0.008990:0.008910:0.008990:0.003465
•  Although there has been an  increase of 5%  in :@0.048828:0.803415:0.400916:0.803415:0.400916:0.792831:0.048828:0.792831:0.006483:0.004375:0.006882:0.010299:0.004072:0.005413:0.009213:0.009581:0.009038:0.009708:0.009245:0.006052:0.005413:0.009038:0.008160:0.005557:0.008144:0.006052:0.008734:0.007728:0.006563:0.006052:0.008990:0.007904:0.007904:0.008655:0.006052:0.007649:0.008495:0.004375:0.002523:0.003864:0.008734:0.007138:0.005381:0.008351:0.007792:0.006770:0.008016:0.005637:0.009357:0.005190:0.006052:0.009070:0.013860:0.004375:0.002938:0.003273:0.007569:0.004375
female employees in the upper middle earnings :@0.066980:0.819094:0.411101:0.819094:0.411101:0.808509:0.066980:0.808509:0.004998:0.008527:0.013748:0.008351:0.003864:0.008351:0.005764:0.008160:0.013748:0.009197:0.003864:0.009165:0.007728:0.008160:0.008351:0.006770:0.005557:0.003369:0.007984:0.005637:0.005413:0.009038:0.008160:0.006387:0.008830:0.009070:0.009389:0.008000:0.005557:0.005956:0.013365:0.003864:0.008910:0.008990:0.003864:0.007824:0.006052:0.008351:0.008128:0.005365:0.009038:0.003864:0.008862:0.009405:0.006770:0.004375
quartile, there has been a decrease in 2%  of :@0.067401:0.834474:0.388448:0.834474:0.388448:0.823890:0.067401:0.823890:0.009405:0.009038:0.008128:0.005557:0.005605:0.003864:0.003864:0.008351:0.003465:0.006004:0.005413:0.009038:0.008160:0.005557:0.008144:0.006052:0.008734:0.007728:0.006563:0.006052:0.008990:0.007904:0.007904:0.008655:0.006467:0.006898:0.006052:0.009165:0.008160:0.007377:0.005221:0.008160:0.008128:0.006499:0.008160:0.006467:0.003273:0.007649:0.006467:0.009405:0.014371:0.004375:0.002427:0.008990:0.004790:0.004375
female employees in the upper earnings quartile.:@0.066980:0.849855:0.415652:0.849855:0.415652:0.839271:0.066980:0.839271:0.004998:0.008527:0.013748:0.008351:0.003864:0.008351:0.005764:0.008160:0.013748:0.009197:0.003864:0.009165:0.007728:0.008160:0.008351:0.006770:0.005557:0.003369:0.007984:0.005637:0.005413:0.009038:0.008160:0.006387:0.008830:0.009070:0.009389:0.008000:0.005557:0.005541:0.008351:0.008128:0.005557:0.009038:0.003864:0.009038:0.009405:0.006770:0.005237:0.009405:0.008750:0.008128:0.005557:0.005221:0.003864:0.003864:0.008351:0.003465
What are we going to do?:@0.509102:0.131904:0.715808:0.131904:0.715808:0.120763:0.509102:0.120763:0.017144:0.010118:0.009211:0.006538:0.005395:0.009043:0.006337:0.008824:0.004639:0.014606:0.009749:0.004874:0.010085:0.010001:0.004774:0.009766:0.010169:0.005631:0.006303:0.009833:0.005631:0.010404:0.010270:0.007362
We are committed to closing our gender pay gap, :@0.509102:0.153753:0.869334:0.153753:0.869334:0.143169:0.509102:0.143169:0.015217:0.008575:0.005637:0.007808:0.005301:0.007904:0.005637:0.007377:0.009181:0.013748:0.013397:0.003864:0.005413:0.005174:0.008351:0.009405:0.005940:0.005413:0.009134:0.005637:0.007138:0.003864:0.008734:0.006563:0.003864:0.008495:0.008990:0.006387:0.009070:0.009038:0.005333:0.005637:0.009405:0.008160:0.009038:0.009405:0.008112:0.005557:0.005621:0.009070:0.007728:0.007393:0.005205:0.009405:0.007904:0.009165:0.003465:0.004375
ensuring that the right approach and actions are :@0.509858:0.169135:0.859567:0.169135:0.859567:0.158551:0.509858:0.158551:0.008351:0.008798:0.006770:0.008782:0.005557:0.003689:0.009038:0.009118:0.005716:0.005413:0.009373:0.008319:0.005413:0.005349:0.005413:0.009038:0.008160:0.006052:0.005557:0.003689:0.009405:0.008670:0.005413:0.005174:0.008128:0.009102:0.009389:0.005317:0.009165:0.008128:0.007170:0.009038:0.006339:0.007808:0.008655:0.008990:0.006052:0.008128:0.007377:0.005413:0.003864:0.009086:0.009038:0.006770:0.005541:0.007569:0.005205:0.007808:0.004375
taken to appropriately address the areas where :@0.509438:0.184517:0.848672:0.184517:0.848672:0.173933:0.509438:0.173933:0.005413:0.007952:0.007936:0.008351:0.009038:0.006100:0.005413:0.009134:0.005637:0.008128:0.009181:0.009389:0.005557:0.009086:0.009389:0.005557:0.003864:0.007920:0.005413:0.008351:0.003864:0.007505:0.005205:0.008128:0.009102:0.009165:0.005557:0.008144:0.006563:0.006770:0.005078:0.005413:0.009038:0.008160:0.005637:0.008128:0.005317:0.008160:0.008128:0.006579:0.004375:0.011848:0.009325:0.008575:0.005557:0.008734:0.004375
female staff are underrepresented. This approach :@0.509438:0.199899:0.863714:0.199899:0.863714:0.189315:0.509438:0.189315:0.004998:0.008623:0.013748:0.008351:0.003864:0.008351:0.005764:0.006770:0.005589:0.008128:0.004998:0.005190:0.005205:0.007808:0.005301:0.007904:0.006387:0.009038:0.009038:0.009405:0.008351:0.005557:0.005333:0.008351:0.009213:0.005557:0.008351:0.006515:0.008351:0.009038:0.005221:0.008351:0.009213:0.003465:0.006451:0.008367:0.008862:0.003864:0.006770:0.005158:0.007904:0.009070:0.009389:0.005317:0.009165:0.008128:0.007090:0.009038:0.004375
can  be challenging and does not always provide :@0.509858:0.215339:0.856358:0.215339:0.856358:0.204755:0.509858:0.204755:0.007058:0.007728:0.008655:0.004375:0.002427:0.008575:0.007569:0.006052:0.007377:0.008846:0.008128:0.003864:0.003641:0.008351:0.009038:0.009086:0.003864:0.008830:0.009405:0.006307:0.007808:0.008655:0.008990:0.006387:0.009070:0.008990:0.008064:0.006563:0.006052:0.008830:0.008990:0.005205:0.005637:0.008128:0.004056:0.011545:0.008128:0.007728:0.006770:0.006084:0.009070:0.005301:0.008910:0.007313:0.003864:0.008830:0.007984:0.004375
an  immediate improvement in the reported :@0.509858:0.230779:0.821660:0.230779:0.821660:0.220195:0.509858:0.220195:0.007649:0.008495:0.004375:0.002523:0.003864:0.013445:0.013525:0.008351:0.009213:0.003864:0.007904:0.005413:0.008351:0.006323:0.003864:0.013748:0.009197:0.005557:0.009357:0.007441:0.008351:0.013748:0.008064:0.009038:0.005413:0.005892:0.003273:0.007569:0.006052:0.005413:0.009038:0.008160:0.006052:0.005301:0.007984:0.009070:0.008990:0.005301:0.005205:0.007984:0.009070:0.004375
figures.  It does, however, ensure that we are :@0.509438:0.246399:0.830501:0.246399:0.830501:0.235814:0.509438:0.235814:0.004998:0.003657:0.009405:0.009038:0.005557:0.008351:0.006770:0.003465:0.004375:0.002874:0.003609:0.004455:0.005716:0.009165:0.009070:0.008160:0.006563:0.003465:0.006706:0.009038:0.009118:0.011353:0.008351:0.007649:0.008128:0.005557:0.003465:0.006355:0.008351:0.008798:0.006770:0.008782:0.005557:0.008144:0.005205:0.005413:0.009373:0.008319:0.005413:0.004583:0.012359:0.008990:0.005716:0.007649:0.005126:0.007728:0.004375
closing the gap positively and to ensure longevity :@0.509858:0.261780:0.865172:0.261780:0.865172:0.251196:0.509858:0.251196:0.007377:0.003625:0.008990:0.006563:0.003864:0.008495:0.009070:0.005716:0.005413:0.009038:0.008080:0.006052:0.009070:0.007808:0.008990:0.006387:0.009070:0.008990:0.006770:0.003657:0.005205:0.003864:0.007313:0.008064:0.003864:0.007393:0.005205:0.007808:0.008575:0.008990:0.006052:0.005413:0.009134:0.005301:0.008351:0.008798:0.006770:0.008782:0.005557:0.008144:0.006052:0.003864:0.008910:0.009038:0.009118:0.008160:0.007473:0.003864:0.005413:0.007441:0.004375
in terms of the diversity of our future workforce.:@0.510278:0.277162:0.853999:0.277162:0.853999:0.266578:0.510278:0.266578:0.003273:0.007649:0.006052:0.005413:0.008351:0.005557:0.013461:0.006770:0.005589:0.009357:0.004758:0.005301:0.005413:0.009038:0.008080:0.005716:0.009165:0.003864:0.007393:0.008160:0.005381:0.006770:0.003657:0.005413:0.007441:0.005301:0.009357:0.004758:0.005637:0.009165:0.008830:0.005381:0.005301:0.004998:0.009038:0.005413:0.009213:0.005557:0.008351:0.004998:0.011768:0.009660:0.005557:0.008303:0.005205:0.009581:0.005557:0.007728:0.008575:0.003465
We want female employees to be proportionately :@0.509102:0.299436:0.868599:0.299436:0.868599:0.288851:0.509102:0.288851:0.015217:0.008575:0.004790:0.012359:0.008655:0.009581:0.005716:0.005301:0.004998:0.008351:0.013748:0.008128:0.003864:0.008351:0.006180:0.008351:0.013413:0.009389:0.003641:0.009165:0.007728:0.007984:0.008351:0.006770:0.005126:0.005413:0.009038:0.006052:0.008575:0.007569:0.006052:0.009389:0.005317:0.009357:0.009213:0.009357:0.005349:0.005413:0.003864:0.009357:0.008766:0.008128:0.005237:0.008351:0.003864:0.007728:0.004375
represented across all  pay grades. We have already :@0.510278:0.314816:0.876322:0.314816:0.876322:0.304232:0.510278:0.304232:0.005557:0.008064:0.009165:0.005381:0.008160:0.006563:0.008160:0.008734:0.005205:0.008160:0.009165:0.006467:0.007904:0.007138:0.005381:0.009165:0.006563:0.006770:0.005078:0.007233:0.003449:0.003449:0.004375:0.002523:0.009070:0.007728:0.007393:0.005205:0.009405:0.005301:0.008128:0.009022:0.008351:0.006435:0.003465:0.006371:0.014914:0.008527:0.006387:0.008734:0.007808:0.007393:0.007984:0.006052:0.008128:0.003641:0.005381:0.008160:0.008128:0.009022:0.007728:0.004375
identified and are working towards a  number :@0.510278:0.330197:0.838686:0.330197:0.838686:0.319613:0.510278:0.319613:0.003864:0.009405:0.008000:0.009038:0.005158:0.003864:0.004998:0.003657:0.008160:0.009405:0.005892:0.007808:0.008575:0.008990:0.006467:0.007728:0.005301:0.007904:0.004870:0.011545:0.009804:0.005557:0.008223:0.003864:0.009421:0.009660:0.006052:0.005413:0.009549:0.011545:0.008367:0.005557:0.009405:0.007058:0.005637:0.006898:0.004375:0.002427:0.009038:0.008782:0.013748:0.009118:0.008351:0.005557:0.004375
of actions as part of our Equality, diversity and :@0.509858:0.345579:0.842258:0.345579:0.842258:0.334995:0.509858:0.334995:0.009357:0.004758:0.005637:0.008128:0.007170:0.005413:0.003864:0.009038:0.009038:0.006595:0.005637:0.007728:0.006387:0.006052:0.009165:0.007904:0.005557:0.005205:0.005301:0.009357:0.004758:0.005637:0.009165:0.008830:0.005381:0.006467:0.007808:0.008990:0.008655:0.007728:0.003864:0.003529:0.005205:0.007393:0.003273:0.006467:0.009165:0.003864:0.007393:0.008160:0.005557:0.006547:0.003864:0.005205:0.007728:0.005046:0.007649:0.008495:0.008910:0.004375
inclusion strategy, which will support our aims :@0.510278:0.360961:0.842982:0.360961:0.842982:0.350377:0.510278:0.350377:0.003864:0.008575:0.007138:0.003864:0.008734:0.006563:0.003864:0.009086:0.008830:0.006467:0.006467:0.005126:0.005381:0.007904:0.005205:0.008064:0.009070:0.007473:0.003465:0.005525:0.011848:0.009405:0.004040:0.007649:0.009405:0.005301:0.011545:0.003864:0.003864:0.004088:0.006467:0.006770:0.009038:0.009389:0.009181:0.009357:0.005349:0.005413:0.005174:0.009357:0.009038:0.005381:0.005301:0.007904:0.003864:0.013110:0.006563:0.004375
to close the gender pay gap. We do recognise, :@0.509438:0.376402:0.846006:0.376402:0.846006:0.365818:0.509438:0.365818:0.005413:0.009134:0.005637:0.007058:0.003864:0.008830:0.006563:0.007984:0.005301:0.005413:0.009038:0.008160:0.006052:0.009405:0.008160:0.009038:0.009405:0.008112:0.005557:0.005541:0.009070:0.007728:0.007393:0.005301:0.009405:0.007904:0.009165:0.003465:0.005940:0.014914:0.008351:0.006148:0.008910:0.008830:0.006052:0.005557:0.008064:0.007377:0.009006:0.009070:0.008830:0.003864:0.006563:0.008160:0.003465:0.004375
however, that there is more to do to close the :@0.510278:0.392081:0.840283:0.392081:0.840283:0.381497:0.510278:0.381497:0.009038:0.009118:0.011353:0.008351:0.007649:0.008128:0.005557:0.003465:0.005940:0.005413:0.009373:0.008319:0.005413:0.004918:0.005413:0.009038:0.008160:0.005557:0.008144:0.006467:0.003194:0.005716:0.006052:0.013285:0.008910:0.005301:0.007984:0.005301:0.005413:0.009038:0.005716:0.008910:0.008830:0.005205:0.005413:0.009134:0.005637:0.007058:0.003864:0.008830:0.006563:0.007984:0.005301:0.005413:0.008702:0.008064:0.004375
gap. As such, we are exploring EDI  partnerships :@0.509858:0.407462:0.853579:0.407462:0.853579:0.396877:0.509858:0.396877:0.009165:0.007904:0.009070:0.003465:0.005940:0.010666:0.007058:0.005637:0.006770:0.009038:0.007377:0.008830:0.003465:0.005700:0.012359:0.008990:0.005637:0.007808:0.005301:0.007904:0.005637:0.008351:0.007106:0.009165:0.003864:0.009165:0.005557:0.003689:0.008830:0.009405:0.006643:0.007138:0.009996:0.003864:0.004375:0.002523:0.009389:0.007840:0.005557:0.005413:0.008702:0.008351:0.005349:0.006770:0.008782:0.003864:0.009165:0.006770:0.004375
to enable the expansion of our recruitment :@0.509438:0.422842:0.820840:0.422842:0.820840:0.412258:0.509438:0.412258:0.005413:0.009134:0.005637:0.008351:0.008798:0.008128:0.009102:0.003864:0.008160:0.005301:0.005413:0.009038:0.008160:0.006052:0.008351:0.007329:0.009022:0.008128:0.008766:0.006770:0.003864:0.009038:0.009038:0.006339:0.009357:0.004758:0.005205:0.009357:0.009038:0.005381:0.005637:0.005557:0.008144:0.007377:0.005557:0.009038:0.003864:0.005413:0.013541:0.008351:0.009038:0.005221:0.004375
campaigns. We will continue to promote and :@0.509858:0.438224:0.835775:0.438224:0.835775:0.427640:0.509858:0.427640:0.007377:0.007920:0.013748:0.009389:0.008128:0.003864:0.009405:0.009038:0.006770:0.003465:0.006036:0.015217:0.008575:0.004870:0.011545:0.003864:0.003864:0.004088:0.006467:0.007377:0.009357:0.009038:0.005413:0.003864:0.009038:0.009038:0.008351:0.005078:0.005413:0.009134:0.006052:0.009389:0.005237:0.009070:0.013445:0.009070:0.005413:0.008032:0.006052:0.007649:0.008495:0.008910:0.004375
embed the values and  behaviours framework :@0.509858:0.453606:0.836174:0.453606:0.836174:0.443022:0.509858:0.443022:0.008160:0.013445:0.009165:0.008064:0.009165:0.005716:0.005413:0.009038:0.008080:0.005301:0.007649:0.008128:0.003864:0.008846:0.008351:0.006770:0.005557:0.007808:0.008655:0.008990:0.004375:0.002427:0.009389:0.008175:0.009038:0.007936:0.007649:0.003864:0.009165:0.009038:0.005333:0.006770:0.005158:0.005205:0.005796:0.008319:0.014195:0.008575:0.011928:0.009581:0.005557:0.008303:0.004375
across the organisation and into all of our policies :@0.509858:0.468988:0.868429:0.468988:0.868429:0.458404:0.509858:0.458404:0.007904:0.007138:0.005381:0.009165:0.006563:0.006770:0.005078:0.005413:0.009038:0.008160:0.005637:0.009357:0.005557:0.009213:0.008128:0.008846:0.003864:0.006770:0.008128:0.005190:0.003864:0.009357:0.009038:0.006307:0.007808:0.008575:0.008990:0.006467:0.003864:0.008734:0.005413:0.009038:0.005205:0.007473:0.003529:0.003529:0.006052:0.009357:0.005190:0.005205:0.009070:0.009038:0.005333:0.006052:0.008990:0.008910:0.003864:0.003529:0.007058:0.003864:0.007728:0.006467:0.004375
and  processes. We will also specifically address the :@0.509858:0.484725:0.874082:0.484725:0.874082:0.474141:0.509858:0.474141:0.007808:0.008655:0.008990:0.004375:0.002427:0.009165:0.005381:0.009070:0.007138:0.008064:0.006563:0.006467:0.008160:0.006467:0.003465:0.005940:0.015217:0.008575:0.004790:0.011545:0.003864:0.004088:0.003864:0.006563:0.007808:0.003864:0.006307:0.008990:0.005637:0.006770:0.009389:0.008351:0.007090:0.003864:0.004998:0.003864:0.007377:0.008128:0.003864:0.003864:0.007489:0.005301:0.007808:0.009165:0.009070:0.005381:0.008160:0.006563:0.006770:0.005158:0.005413:0.008702:0.008064:0.004375
impact that the pandemic has had and  is having :@0.510278:0.500107:0.856682:0.500107:0.856682:0.489523:0.510278:0.489523:0.003864:0.013525:0.009165:0.008128:0.007377:0.005174:0.005205:0.005413:0.009373:0.008319:0.005413:0.004918:0.005413:0.009038:0.008160:0.006467:0.009389:0.008128:0.009038:0.009165:0.008351:0.013748:0.003864:0.007377:0.005573:0.008734:0.007728:0.006563:0.006052:0.008575:0.007569:0.008830:0.006052:0.007808:0.008655:0.008990:0.004375:0.002427:0.003194:0.005716:0.006052:0.008734:0.007728:0.007313:0.003864:0.008495:0.008990:0.004375
on female employees,  by continuing to promote :@0.509858:0.515488:0.857954:0.515488:0.857954:0.504903:0.509858:0.504903:0.008575:0.008399:0.006052:0.004998:0.008351:0.013748:0.008128:0.003864:0.008351:0.006180:0.008351:0.013493:0.009389:0.003641:0.009165:0.007728:0.008160:0.008351:0.006770:0.003194:0.004375:0.002938:0.008655:0.007058:0.005205:0.007377:0.009181:0.009038:0.005413:0.003625:0.009038:0.008862:0.003864:0.009038:0.009197:0.006052:0.005413:0.009134:0.006052:0.009165:0.005381:0.009070:0.013365:0.009070:0.005205:0.008064:0.004375
and champion flexible working,  particularly :@0.509858:0.530868:0.822490:0.530868:0.822490:0.520284:0.509858:0.520284:0.007808:0.008655:0.008990:0.006387:0.007377:0.008846:0.008128:0.013748:0.009134:0.003864:0.009357:0.009038:0.005557:0.004998:0.003864:0.008351:0.007154:0.003864:0.009389:0.003864:0.008175:0.005205:0.011928:0.009756:0.005796:0.008239:0.004040:0.009405:0.009756:0.003465:0.004375:0.002667:0.009389:0.008128:0.005349:0.005413:0.003864:0.007201:0.009038:0.003657:0.008128:0.005557:0.003625:0.007728:0.004375
part-time working for employees returning from :@0.510278:0.546250:0.857544:0.546250:0.857544:0.535666:0.510278:0.535666:0.009389:0.007760:0.005381:0.005413:0.006100:0.005205:0.003864:0.013365:0.008064:0.005205:0.011768:0.009660:0.005557:0.008223:0.003864:0.009421:0.009660:0.005637:0.004998:0.009549:0.005557:0.005700:0.008351:0.013413:0.009389:0.003641:0.009165:0.007728:0.007984:0.008351:0.006770:0.005892:0.005557:0.008144:0.005413:0.008782:0.005557:0.008814:0.003864:0.008734:0.009405:0.005892:0.004790:0.005557:0.008990:0.013365:0.004375
parental  leave or those with carer responsibilities.:@0.510278:0.561632:0.859317:0.561632:0.859317:0.551048:0.510278:0.551048:0.009165:0.007904:0.005381:0.008351:0.008702:0.005413:0.007776:0.003864:0.004375:0.002427:0.003864:0.007728:0.007808:0.007313:0.007904:0.006052:0.008830:0.005301:0.004870:0.005413:0.009038:0.009165:0.006770:0.008351:0.004790:0.011928:0.004040:0.005716:0.009405:0.006052:0.007377:0.007920:0.005557:0.008351:0.005557:0.005573:0.005301:0.007984:0.006770:0.009022:0.009070:0.008830:0.006563:0.003864:0.009086:0.003864:0.003864:0.003625:0.005205:0.003864:0.008064:0.006563:0.003465
Workforce Race Equality Standard:@0.488512:0.627093:0.782301:0.627093:0.782301:0.615952:0.488512:0.615952:0.018153:0.011093:0.007227:0.010169:0.006891:0.011177:0.007143:0.008740:0.009749:0.006471:0.011430:0.009413:0.008404:0.009497:0.006807:0.009833:0.011514:0.011177:0.009917:0.005211:0.005211:0.007059:0.009917:0.006051:0.009917:0.006891:0.009665:0.010841:0.011009:0.009665:0.007143:0.010404
 :@0.782990:0.627093:0.787596:0.627093:0.787596:0.615952:0.782990:0.615952:0.004605
and Workforce  Disability Equality:@0.489268:0.642475:0.778586:0.642475:0.778586:0.631334:0.489268:0.631334:0.009497:0.010673:0.010925:0.006051:0.018153:0.011093:0.007227:0.010169:0.006891:0.011177:0.007143:0.008740:0.009749:0.004639:0.002672:0.013278:0.005126:0.007984:0.009749:0.011177:0.005126:0.005126:0.005042:0.007059:0.009749:0.006891:0.009665:0.011261:0.011009:0.009833:0.005211:0.005211:0.006975:0.009043
 :@0.779376:0.642475:0.783982:0.642475:0.783982:0.631334:0.779376:0.631334:0.004605
Standard  reporting:@0.489688:0.657856:0.652458:0.657856:0.652458:0.646715:0.489688:0.646715:0.010169:0.007059:0.009665:0.010841:0.011009:0.009665:0.007143:0.011093:0.004639:0.002672:0.007143:0.009581:0.011009:0.010841:0.007143:0.006975:0.004958:0.010757:0.010404
It was confirmed  by the national team responsible for :@0.489705:0.679707:0.875038:0.679707:0.875038:0.669122:0.489705:0.669122:0.003609:0.004455:0.004375:0.012439:0.008655:0.007233:0.005205:0.007377:0.009181:0.009038:0.004998:0.003864:0.005557:0.013748:0.008351:0.009405:0.004375:0.002427:0.008655:0.007058:0.004790:0.005413:0.009038:0.008160:0.006052:0.009038:0.007856:0.005413:0.003864:0.009134:0.009038:0.007936:0.003864:0.005637:0.005413:0.008351:0.008128:0.013573:0.006467:0.005381:0.008160:0.006770:0.009022:0.009070:0.008830:0.006563:0.003864:0.009086:0.003864:0.008064:0.005205:0.004998:0.009357:0.005557:0.004375
Workforce Disability Equality Standard (WDES) that there :@0.488528:0.695088:0.897893:0.695088:0.897893:0.684504:0.488528:0.684504:0.014914:0.009708:0.005557:0.008144:0.004998:0.009629:0.005557:0.007633:0.008351:0.006195:0.010842:0.003864:0.006563:0.008128:0.008926:0.003864:0.003864:0.003625:0.005413:0.007441:0.006052:0.008080:0.009229:0.009038:0.007936:0.003864:0.003864:0.005221:0.007728:0.005126:0.008239:0.005205:0.008128:0.008766:0.009165:0.008128:0.005317:0.009165:0.006467:0.004822:0.015090:0.011193:0.008080:0.008479:0.004822:0.005158:0.005413:0.009373:0.008319:0.005413:0.005014:0.005205:0.009038:0.008016:0.005557:0.008064:0.004375
will be no official 2021  WDES collation for ALBs.  Similarly, :@0.488528:0.710470:0.905174:0.710470:0.905174:0.699886:0.488528:0.699886:0.011545:0.003864:0.003864:0.004088:0.006467:0.008830:0.007728:0.006052:0.008575:0.008734:0.005637:0.009357:0.004998:0.004726:0.003864:0.007138:0.003864:0.007904:0.003864:0.006387:0.008239:0.008319:0.008239:0.008239:0.004375:0.003689:0.015217:0.011513:0.008080:0.008814:0.005637:0.007377:0.009102:0.003864:0.003864:0.007824:0.005413:0.003657:0.009357:0.008798:0.005716:0.004998:0.009549:0.005557:0.004870:0.010507:0.007521:0.009453:0.006770:0.003657:0.004375:0.002523:0.007984:0.003864:0.013030:0.003864:0.003529:0.007728:0.005301:0.003864:0.007233:0.003273:0.004375
the national team responsible for Workforce Race :@0.488949:0.726148:0.847073:0.726148:0.847073:0.715564:0.488949:0.715564:0.005413:0.009038:0.008080:0.006052:0.009038:0.007776:0.005413:0.003864:0.009038:0.008830:0.008128:0.003641:0.006052:0.005413:0.008351:0.008128:0.013573:0.006467:0.005381:0.008160:0.006770:0.009022:0.009070:0.008830:0.006563:0.003864:0.009086:0.003864:0.008064:0.005205:0.004998:0.009549:0.005557:0.004375:0.015281:0.009660:0.005557:0.008223:0.004998:0.009708:0.005557:0.007728:0.008351:0.006611:0.009070:0.007569:0.006978:0.007808:0.004375
Equality Standard (WRES) have been  unable to provide :@0.490125:0.741530:0.881766:0.741530:0.881766:0.730945:0.490125:0.730945:0.007904:0.009405:0.008750:0.007904:0.003864:0.003864:0.005221:0.007728:0.005046:0.008479:0.005413:0.007872:0.009038:0.009038:0.008128:0.005317:0.009405:0.006307:0.004615:0.014914:0.009293:0.008080:0.008479:0.004615:0.006467:0.008734:0.007728:0.007393:0.007984:0.006052:0.008910:0.007984:0.007984:0.008655:0.004375:0.002427:0.009038:0.008782:0.008128:0.009181:0.003864:0.008351:0.005094:0.005413:0.009134:0.006052:0.008990:0.005301:0.008830:0.007233:0.003864:0.008734:0.007904:0.004375
an  update on the WRES 2020/21  data collation launch :@0.489285:0.756971:0.881772:0.756971:0.881772:0.746387:0.489285:0.746387:0.007473:0.008319:0.004375:0.002427:0.009038:0.009118:0.009405:0.007824:0.005413:0.008032:0.006052:0.008575:0.008399:0.006052:0.005413:0.009038:0.008080:0.004870:0.015217:0.009836:0.008080:0.008814:0.005637:0.008319:0.008399:0.008399:0.008607:0.005940:0.008399:0.008399:0.004375:0.004535:0.009405:0.007744:0.005205:0.007904:0.006052:0.007377:0.009181:0.003864:0.003864:0.007824:0.005413:0.003657:0.009357:0.008798:0.006387:0.003864:0.007824:0.008734:0.008830:0.007138:0.008830:0.004375
and we have been advised by the team to pause until the :@0.489285:0.772412:0.903104:0.772412:0.903104:0.761828:0.489285:0.761828:0.007808:0.008655:0.008990:0.005205:0.012439:0.008990:0.006052:0.008830:0.007904:0.007473:0.008064:0.006052:0.008990:0.007904:0.007904:0.008655:0.006467:0.007808:0.009070:0.007393:0.003864:0.006307:0.008064:0.009070:0.006467:0.008655:0.007058:0.005301:0.005413:0.009038:0.008080:0.005301:0.005413:0.008351:0.008128:0.013573:0.005637:0.005413:0.009134:0.005637:0.009165:0.007904:0.009038:0.006515:0.008160:0.006052:0.008734:0.008575:0.005126:0.003864:0.003529:0.006052:0.005413:0.008702:0.008064:0.004375
2019/20 report is published. As such, we did  not report :@0.489285:0.787734:0.889835:0.787734:0.889835:0.777149:0.489285:0.777149:0.008607:0.008958:0.008830:0.008910:0.006227:0.008990:0.008830:0.006467:0.005557:0.007968:0.009165:0.009070:0.005381:0.005205:0.005637:0.003369:0.005876:0.005716:0.009389:0.008846:0.009389:0.003641:0.003864:0.006770:0.008702:0.008160:0.009405:0.003194:0.006052:0.010666:0.007058:0.005716:0.006770:0.009038:0.007377:0.008830:0.003465:0.005605:0.012183:0.008830:0.006052:0.008495:0.003529:0.008575:0.004375:0.002427:0.008830:0.008990:0.005205:0.006052:0.005301:0.007984:0.009070:0.008990:0.005381:0.005205:0.004375
on WRES or WDES for the 2020/21  reporting  period.:@0.489285:0.803055:0.864638:0.803055:0.864638:0.792471:0.489285:0.792471:0.008575:0.008399:0.005637:0.015121:0.009756:0.008080:0.008479:0.005796:0.008830:0.005301:0.004790:0.015217:0.011513:0.008080:0.008814:0.005205:0.004998:0.009549:0.005557:0.005365:0.005413:0.009038:0.008080:0.005716:0.008607:0.008367:0.008399:0.008607:0.006020:0.008399:0.008399:0.004375:0.004535:0.005557:0.007968:0.009165:0.009070:0.005381:0.005413:0.003657:0.008734:0.009165:0.004375:0.002523:0.008990:0.007984:0.005301:0.003864:0.008734:0.008990:0.003465