Our employees

The skills, expertise and goodwill of our staff is central to our continued success.

Through our extensive training programme, we aim to equip our employees with the technical, leadership and management skills they require to be successful in the future.

A particular focus on the development of our workforce continues to be on promoting diversity and opportunity to ensure the company is a great place to work for all.

As an equal opportunities employer, we respect and value everyone’s contribution.

We are committed to providing an environment that supports and encourages the many skills, interests, backgrounds and experiences that people from different social groups can bring. 

We strive to provide a workplace which is free from discrimination, harassment and bullying, and where everyone is treated with dignity and respect.

21% of our employees are women; 79% are men (2020).

In terms of leadership, 21% of those roles are held by women. There are three women and 10 men on our board of directors.

The water industry, in common with many businesses with a predominance of STEM skills such as engineering, continues to be male dominated.

We recognise that diversity is a strength and are helping to create an inclusive environment to improve the representation of women within the industry and our own business. 

We are working to attract more women into our business, and we value them and the skills, knowledge, experience and ideas they bring. 

Gender pay gap

The gender pay gap is the difference in the average hourly pay received by men and woman at Wessex Water on 5 April 2020.

Our mean gender pay gap has reduced from 5.4% in April 2018 to 4.8% in April 2020. Our median pay gap has increased from 1.6% in April 2018 to 5.7% in April 2020.

Our gender pay differences are significantly lower than the UK average* and reflect gender distribution in job role rather than any equal pay issues. In all four headline measures, the average rate of pay for men is higher than that of women.

This is due to the fact that more men are in leadership roles than women and this has an impact on mean and median gender pay gap figures.

For more information see our Gender Pay Gap report which also includes information about our culture, inclusion and diversity programme.

* Office of National Statistics 2020: median gender pay gap in hourly pay ONS aver-age 15.5%.


We are building a workforce that reflects the diversity of the community we serve, and we will continue to focus on improving all areas of diversity and inclusion.

During 2020, we launched a new Wessex Water culture, inclusion and diversity vi-sion. This vision provides that all parts of the Wessex Water Group will:

  • celebrate diversity and encourage inclusion
  • enable everyone to take ownership and accountability through empowerment
  • listen to our people's views, ideas, concerns and act on them
  • reject any form of discrimination or bias
  • reflect the diversity of the communities we serve.

Find out more about inclusion and diversity.


Of our workforce, 10% currently undertake learning and development through apprenticeships, further or higher education.


Our apprenticeship intake once again comprised a diverse group of apprentices. We continue to increase our percentage of female technical apprentices, with 17%, and of these 9% are either in care, or have a leaving care plan.

There has also been a 12% increase in apprentices residing in government recognised disadvantaged postcodes, with 22% starting with us this year. This was an in-crease from 10% for our 2019 apprenticeship intake.


We continue to be a member of the government’s 5% club which recognises that as an employer, we provide opportunities to develop the skills and talents people need to become more employable and create meaningful careers.

We recruited several one-year university industrial placements across the business and just under 10% of our placement students are from BAME backgrounds.