Driving gender equity at Calisen: Our First Gender Pay Gap Report

At Calisen, we’re committed to building an inclusive and equitable workplace where everyone has the opportunity to thrive.

 

In the past year we’ve invested heavily into our Equity, Diversity and Inclusion (EDI) programme to make sure every colleague feels seen, heard and supported. We’ve launched four new Employee Resource Groups (ERGs), updated policies for greater gender inclusivity and strengthened our focus on health, safety and wellbeing across the organisation.

 

Today, we’re proud to share our first Group Gender Pay Gap Report, reflecting the progress we’ve made as well as the areas where we need to continue driving change.

 

The report covers the 2024 Gender Pay Gap reporting cycle, using a snapshot of data as of 5th April 2024, and the gap is calculated by taking all colleagues across the Group and measuring the difference between the average pay for all women and men. (Whilst we recognise there are more than two genders, the report uses the definitions set by the Government.)

 

As revealed in the report, our 2024 mean (average) gender pay gap for the Group stands at 9.1%, with our median (midpoint) gender pay gap at 18.1%.

 

These figures reflect structural workforce distribution challenges rather than unequal pay for equal work – particularly within Calisen Metering Services Limited where there is an underrepresentation of women in mid to senior-level field roles.

 

Our gender pay gap is also influenced by several factors, including:

 

• Workforce Composition – Calisen employs more men than women, with men making up 80% of our workforce in 2024 compared to 20% women.
  
  
• Management Representation – more men holding managerial and leadership roles, contributing to the disparity in pay at higher levels.
  
  
• Highly Skilled Roles – a significant proportion of men working engineer roles, which are highly skilled and attract higher pay.
  
  
• Role Distribution – women being more likely to work in support functions such as customer service and back-office roles, which are valuable but lower-paid.

 

Our pay quartile data for 2024 further highlights these trends, with 91% of employees in the upper quartile being male, while female representation remains highest in the lower quartiles.

 

The data reveals that men remain overrepresented in higher pay bands while women are more present in lower-paid, entry-level roles – an imbalance reflecting wider structural and industry challenges, particularly within technical and senior positions.

 

Yet stronger female representation at entry levels signals progress in attracting women into our organisation. To turn this into long-term equity, we’ll continue investing in inclusive talent strategies and targeted career development that support women’s progression into leadership and higher-paid roles.

 

Closing the gender pay gap requires sustained, strategic action and Calisen remains committed to creating a fair, inclusive workplace where all colleagues can thrive.

 

Our Chief People Officer, San Johal, said:

 

“We know meaningful progress requires continuous effort and transparency. By strengthening our policies, empowering our ERGs and embedding EDI, we remain committed to challenging industry norms, closing the gender pay gap and cultivating a workplace where everyone, regardless of gender, can succeed.”

 

The first ERG we launched is our EmpowerHER women’s network, established to give female colleagues across the Group a dedicated space to connect, share their experiences and champion each other’s talents.

 

On the origins and importance of the network, Co-Chairs Rachael Bryant, Director of Client Services and Beth Tatton, Regulations Manager, said:

 

“We knew there was more to do to build confidence, break down barriers and open doors for women at all levels of the business. This network isn’t just about gender equality, it’s about creating a truly inclusive culture where every woman feels she belongs, is empowered to progress and is valued for who she is.

 

"Seeing the energy, allyship, and community grow through EmpowerHER has been inspiring, and we’re committed to driving even greater impact and equity in the years ahead.”

 

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Click below to read the full report:

 

The Calisen Group Gender Pay Gap Report 2024