Our gender pay ratios
This page is correct as of April 2017. Updated information will be published in September 2018.
We are committed to equality and diversity within the workplace and believe that diversity within the workplace is an important part of creating a thriving and effective organisation. We always strive to employ the best person for the job irrespective of gender, and our benchmarked salary ranges are visible at the point of advertising.
We support greater transparency around the reporting of gender pay differences and include the gender of employees earning a full-time equivalent salary of more than £60,000 per annum as part of our senior management pay table on the finances and pay page.
New regulations on gender pay reporting introduced by the government in April 2017 require organisations with more than 250 employees to calculate and report their gender pay gap based on a snapshot date of 5th April. Although we have under 250 employees we have taken the decision to follow the Government’s guidelines and to publish our results.
Using the calculations set out in the regulations our mean gender pay gap is 14.6% and our median gender pay gap is 15.8%
The regulations also require inclusion of gender pay gap calculation relating to any bonus payments made in the last tax year. For us, this includes long service award vouchers, responsibility allowances and distinction awards. 30.1% of our female population received a bonus compared to 18.9% of our male population. Our mean bonus gender pay gap is 38.3% and our median bonus gender pay gap is 54.6%. It is worth noting that when we exclude the award of vouchers to recognise long employment service the mean and median pay gaps reduce to 29.0% and 35.0% respectively.
In April 2017, 76% of all employees were female and 24% were male. The table below sets out the percentage of female and male employees over four equal pay bands or quartiles. There are 51 employees in the lower quartile and 50 in all the other three:
Our three highest paid employees are male and over the course of 2016/17 we recruited more men to senior management roles across the charity. We are working to address our gender pay gap through attracting a diverse pool of candidates for all roles, regardless of level of functional specialism. We will also be training all recruiting managers on the potential for unconscious bias within the selection process over the course of the next 12 months.
All employees of the charity go through the same appraisal process to determine the level of their annual pay increase. The results from the appraisal analysis show that there was no gender bias in the appraisal results and performance rating awards for 2016/17.
More details on how we’re governed and our finances can be found in our annual report and accounts.
This information is correct as at April 2017.