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Updates from Team Bulb

Reporting our gender pay gap

An illustration of two team members working at Bulb

We've reported our gender pay gap for 2021. This year our median gender pay gap has remained at 0% and our mean gender pay gap is 18.56%. In this post, we dig into the details behind the data and share an update on what we’re doing to improve.

This year's report offers a snapshot of the gender pay gap at Bulb on 5 April 2021, which is the government's date for reporting. At that time, we had 892 people in the team.

Before we share the data, we want to acknowledge that some of our team members do not identify as gender binary. At Bulb, we welcome people of all gender identities and expressions. When we calculate these figures, we use the binary gender identity people choose when they register with HMRC; either male or female.

Sharing the data

A table showing the hourly pay gaps at Bulb for 2021. The mean is 18.56% in favour of men; the median 0%.
Source: Bulb data.

Bulb's mean hourly pay gap is +18.56%. The mean is the average hourly earnings of men and women. On average, men are paid 18.56% more than women at Bulb. This is an increase from 2020, when our mean hourly pay gap was +11.39% in favour of men.

Bulb's median hourly pay gap is 0%. The median compares the midpoints in the ranges of hourly earnings of men and women. It looks at all salaries in the sample, lines them up in order from lowest to highest, and compares the middle salary of men to the middle salary of women. At Bulb the midpoint of men's pay is 0% higher than the midpoint of women's pay; the same as in 2020.

To understand this data better, we can look at how the pay of men and women is distributed. To calculate this, we lined up our 892 team members from highest to lowest paid. We then split them into 4 groups of 223, also known as 'pay quartiles' and worked out the proportion of men and women in each quartile.

A chart showing the proportion of men and women in each pay quartile at Bulb for 2021. The split is more even in the lower pay quartiles, while there are more men in the upper pay quartiles.
Source: Bulb data.

Our pay gap reflects changes in the make-up of our team

Since our last report, Bulb's mean gender pay gap has widened. In the lead up to April 2021, we increased hiring in our tech teams, and many of the more senior positions were filled by men. Across the technology industry, women are under-represented, and make up around 17% of tech roles. This is mirrored at Bulb – in April 2021, 20% of tech roles were filled by women. This has since gone up to 24%. We know there’s more work to be done in this area.

Between 2020 and 2021, more men left customer service roles than women, meaning we had more women in lower pay quartiles. Some of the initiatives we introduced to improve our gender pay gap, like internships and apprenticeships, widen our gender pay gap in the short term. But we know that these projects will help long-term career development and help us narrow our pay gap over time.

We're working to improve gender equality at Bulb

We want Bulb to be an inclusive, fair and diverse workplace, where everyone feels a sense of belonging. We want to ensure all employees are empowered through equal opportunities, representation and respect.

To try to improve our gender pay gap we’ve continued our women’s mentoring programme to support women’s career development at Bulb. Over 50 women participated in the programme and took part in coaching with senior leadership members.

We’ve also continued to review our hiring practices, and gender diversity within our technology teams has improved. We’re already seeing positive results: gender diversity within our tech hires increased from 35% in April last year (when we last reported our gender pay gap) to 60% in December 2021. This is a big improvement and we hope it’ll have a positive impact on our pay gap reporting for 2022.

We also measure and publish all of our diversity statistics and use the data to track changes over time and evaluate the impact of D&I programmes. And we’ll continue to improve the inclusivity of our internal hiring practices, ensuring the recruitment process is transparent, objective and fair.

We’ll continue to use the blog to let you know our progress, and to share the latest diversity data.