Pay gaps at Nationwide

One where everyone is valued, rewarded fairly, and supported to reach their full potential. It’s fundamental to Nationwide’s culture.

To check on our progress, we have a range of inclusion, diversity and wellbeing measures in place. Alongside these measures, we publish our gender and ethnicity pay gaps.

Companies with more than 250 employees must publish their gender pay gap statistics before 5 April every year.

Pay gaps are the difference in average hourly pay, when comparing different groups of people within an organisation. For example, the gender pay gap compares all women with all men.

While we recognise that there are many gender identities, for government reporting we have to report on men and women.

There is no legal requirement to report ethnicity pay gaps. However, at Nationwide, we believe it’s important to report this figure.

To calculate our ethnicity pay gap, we compare the average pay of people who declare themselves ethnically diverse (black, asian and minority ethnic) to those who declare themselves as white (non-ethnically diverse). The rate of colleagues declaring their ethnicity remains high. This reduced slightly to 86% in April 2023, compared with last year, and at the time of publishing stands at 90%.

As of 5 April 2023 our mean gender pay gap is 27.5% and our mean ethnicity pay gap is 6.4%. Both our mean gender pay gap and ethnicity pay gap have decreased.

This year, we have increased the proportion of women across the society, most significantly in our leadership, manager and specialist roles, which is why our gender pay gap has decreased.

We’ve increased the proportion of ethnically diverse colleagues in our senior leadership and our manager and specialist roles, partly driven by our recruitment across technology roles.

You can read more about our pay gaps, and our commitment to inclusion and diversity, in our downloadable narrative and related links.