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Gender diversity and equal pay

Gender Tick

We're incredibly proud to have been accredited with the Gender Tick, showing our commitment to gender equity in the workplace. We’re continually working to ensure our people, policies and processes promote a healthy workplace for all genders.

Gender tick logo

Gender diversity

Achieving gender balance continues to be a challenge: our generation team is 79.2% male and 20.8% female, compared with 56% and 44% respectively in the wider business. This is representative of the industry—we know that women are less likely to enter technical professions (although this is changing) and are also underrepresented at our most senior levels.

We want to support women who want to work at Meridian, and particularly in our generation business, so we’ve delivered and are continuing to develop programmes to try to improve our gender balance. As part of this, Meridian has introduced a company-wide use of gender-balanced recruitment panels, and training that supports managers to build collaborative teams, create succession plans, and understand the benefits of a diverse team. Our graduate and apprentice programmes are successfully attracting a balance of male and female candidates, reflecting the continuing improvement in the number of women choosing technical careers.

We also want to support women who would make great leaders— we have a target for achieving better gender balance at the senior leadership level, with the aim of increasing the number of women in people leadership and senior specialist positions to 40% by 30 June 2020.

Our current generation team is also largely male. We believe that increasing gender diversity will help bring diversity of thought and better outcomes overall. The relatively remote locations of our generation assets combined with low staff turnover (under 3%) means we see growth in gender and age diversity as a long game, and we continue to make gradual progress each year.

Diversity by gender (headcount)

Equal pay

Due to a lower number of women in senior, higher-paying roles, the average salary across the organisation for men is higher than the average salary for women. This can only be addressed when we can achieve greater gender representation at every level of the business—and we are striving for this.

In the meantime, we’re committed to achieving pay equity for male and female employees in similarly-sized roles, with similar skills, experience and accountabilities.

Pay ratios Women to Men by job size

Salary Band Ratio of average Female salary to average Male salary
A-B 102.4%
C-D 97.3%
E-F 95.9%
G-H 99.9%
I-J 99.6%
K-L 102.8%
Average 99.0%