Our gender pay gap reports
View a snapshot of men’s and women’s average pay in our organisation, what’s causing our gender pay gap and what we’re doing about it.
Working to close our gender pay gap
As an organisation with more than 250 employees, we’re required by law to report our gender pay gap every year.
Our report found that on 5 April 2024:
Women made up 84% of our workforce, and men 16%
Women earned 86.2p for every £1 earned by men when comparing median hourly pay
Our median gender pay gap has narrowed by 2.2 percentage points since last year and 10 percentage points since 2017
A note on inclusivity
Gender pay gap reporting only includes colleagues who selected either ‘male’ or ‘female’ on our diversity monitoring form. Colleagues who selected another option or didn’t disclose their gender were not included in this data set.
It’s a legal requirement to calculate the gender pay gap in this binary way and we recognise it doesn’t reflect the diversity of our workforce.
Why do we have a gender pay gap?
Like many organisations in the charitable sector, most of our employees are women. Men make up 16% of our workforce, but occupy a fifth of our highest-paid roles – while roles in our lower pay bands are predominantly filled by women.
The relative overrepresentation of men in higher pay bands and underrepresentation at lower ones creates a gender pay gap. And although this is influenced by historic and systemic factors, we’re committed to doing all we can to rebalance gender representation in these areas. [H2] What are we doing about our gender pay gap? Over the past year we’ve taken steps to improve equity of opportunity between genders and narrow our gender pay gap, including:
Delivering inclusive recruitment training for managers
Continuing our mentoring programme
Delivering management development training for mid-career staff and emerging talent based on colleague diversity data
introducing family-friendly policies, including enhanced parental leave packages.
But our work is far from over. Although our median gender pay gap is similar to other organisations in our sector, it’s still too high. Over the next year we’ll implement the following measures to reduce it further.
Supporting women’s career progression
Continuing our mentoring programme will help more women progress into mid-level and senior roles and get us closer to proportional gender representation in upper pay bands.
Monitoring data by age
Nationally, the gender pay gap is widest in the 40-49 age bracket, and it’s widening among employees aged 50-59. To understand and address this, we’ll start monitoring pay data by age too.
Supporting colleagues with caring responsibilities
We plan to offer paid leave for compassionate reasons and for supporting dependents. We’ll also explore our care leave offer.
Improved job evaluations
We’ll implement a job evaluation process, supported by external software, to improve job profile monitoring and help us identify inequalities.
Training for colleagues
We’ll provide training to help managers evaluate job roles and pay grades to ensure fairness.
Salary benchmarking
We’ll endeavour to keep our salaries competitive by benchmarking them against sector-wide salary survey data.
Previous gender pay gap reports
Visit the Gender Pay Gap Service to see our statistics from previous years and compare our gender pay gap to other UK employers. You can also read more about our journey to reduce our gender pay gap in our past reports.