As an employer Wessex Archaeology is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. 

The requirements for Gender Pay Gap reporting involves reporting on six calculations that show the difference between the average earnings of men and women in our organisation. No individual employee data is published. 

We are required to publish our data on our website. 

The data analysed for this report spans 01/04/2017 and 30/04/2017



Mean Pay Gap 6.9%

Median Pay Gap 2.1%

Bonus Payments – does not apply as we do not have a performance-related bonus payment scheme NA

Proportion of different genders in the lower quartile 50% Male 50% Female

Proportion of different genders in the lower middle quartile 56% Male 44% Female

Proportion of different genders in the upper middle quartile 54% Male 46% Female

Proportion of different genders in the upper quartile 59% Male 41% Female


Supporting Statement

Wessex Archaeology supports the decision to formalise and standardise the way in which gender pay reporting is carried out as this provides a transparent measure of progress and helps to determine what actions need to be taken to address any underlying causes of gender inequality. The report also allows current and potential employees to be better informed about deciding to work for the company and supports our campaign to become the employer of choice. We remain committed to being open and transparent in tackling gender inequality. 

The pay gaps in the figures above arise from a disproportionate number of men in the most senior positions. At the most senior level of the company the proportion of females to males is 6/8. In all other quartiles, the difference is minimal. indeed, in the first quartile, numbers of men and women are equal. As a company, we are committed to actions and initiatives to break down barriers and develop all staff. 



  • Implement recruitment strategies focussing on flexible and agile working that promote diversity and equality, ensuring that the widest possible pool of candidates are encouraged to apply for available roles  
  • Deliver appropriate learning and development to ensure that a pipeline of suitable and experienced candidates is available for consideration for promotion into more senior roles. 

In 2018, we will continue to focus on creating a positive working environment, encouraging women to apply for senior positions and will increase the accessibility of flexible working to allow more choice when returning to work after a career break. The company aims to make sure every employee reaches their full potential.

Chris Brayne – Chief Executive