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Gender pay gap

We want all our staff to succeed in their roles and be able to access opportunities equally. Gender pay reporting helps us to achieve this goal. Reporting on the gender pay gap in a set format is also a legal requirement. To calculate the data in this report we have used the terms ‘women’ and ‘men’ to calculate their legal gender.

The gender pay gap reporting shows any difference between average earnings for men and women across the whole organisation, regardless of role. This is not the same as ‘equal pay’ which deals with pay differences between men and women who carry out the same or similar roles or work of equal value.

Having a gender pay gap does not automatically mean there is an equal pay issue within an organisation. We have a policy of paying employees equally for the same or equivalent work regardless of gender.

In common with many other charities The National Deaf Children’s Society has a higher percentage of women in the workforce than men. We are female led with our upper quartile 56% female. Our overall gender split is 71% female and 29% male.

Our Gender pay gap: Headline figures as of 5 April 2022

Data is taken from all employees on pay which has not been reduced by sickness, maternity, paternity, adoption, or other absence on the snapshot date of 5 April 2022. These are the ‘relevant employees’

Mean gender pay gap

The average of the figures for men and the average of the figures for women - calculated by adding up the hourly pay rates and dividing by the number of people in the list.

  • On average women earn 11.5% less than men
  • This is below the Office of National Statistics (ONS) estimated national mean pay gap of 13.9% (ONS data 26 October 2022) and a decrease of 1.4% from our pay gap reported in 2021

Median gender pay gap

The salary that lies at the midpoint or the central figure of a list of all the hourly pay rates of men and women from the highest to the lowest.

  • This is 17.9% which means that the median female employee is paid 17.9% less than the median male employee.
  • Although this is a decrease from the 18.2% pay gap reported for 2021 figures, it is still above the national median gender pay gap of 14.9% (ONS data 26 October 2022).

The gender distribution by hourly pay

Quartile pay bands

The quartile information is calculated by listing all salaries from highest to lowest and then splitting that information into four equal quarters to determine the percentage of male as against female employees in each quartile.

Upper pay quartile

Includes all employees whose standard hourly rate places them in the top 25%.

  • Female 55.7%
  • Male 44.3%

Upper middle pay quartile

Includes all employees whose standard hourly rate places them above the median but below the upper quartile.

  • Female 65.6%
  • Male 34.4%

Lower middle pay quartile

Includes all employees whose standard hourly rate places them above the median but below the upper quartile.

  • Female 80%
  • Male 20%

Lower pay quartile

Includes all employees whose standard hourly rate places them below the median but above the lower quartile.

  • Female 83.3%
  • Male 16.7%

Understanding more about the underlying causes for the gender pay gap

We’ve looked at our data and have identified some differences that contribute to our gender pay gap.

  • A higher proportion of male employees are based in our London office which attracts higher salaries. Fewer male employees work in our other offices or as regular home workers. This may be connected to the types of roles based in our London office including IT, Finance, Fundraising and Communications, which tend to attract more male candidates. The roles at our other offices, and our homeworkers, have tended to be in service provision or advocacy & campaigning roles which are more likely to attract a greater proportion of female candidates and tend to be on lower pay bands.
  • A higher proportion of men in management and leadership roles in the upper pay quartiles compared to a greater proportion of women in the lower paid quartiles (68% of the total male workforce work in the upper pay quartiles compared to only 43% of the total female workforce).
  • Anyone on reduced or nil pay on 5 April 2022, is not included in the pay gap report. This includes anyone on maternity, sick, shared parental, paternity and work breaks, which tends to disproportionately impact more female members of staff. On 5 April 2022, we had 8 female staff members on reduced pay because of maternity leave. We had zero male members of staff on reduced pay on this date.
  • Sessional workers, who work on an ad hoc basis, have been included in these calculations and tend to be in lower paid roles. Sessional worker roles are predominately filled by female workers (c.80%).

Moving forward

We’re committed to gender pay equality and, although our mean gender pay gap is below the national average, we’re committed to reducing the gap on both measures further. We’ve identified several measures that we believe will make a difference.

  • We’ll continue to review our recruitment processes to remove barriers and unconscious bias and encourage the internal promotion of our staff, including opportunities for secondment to further individual development.
  • We’ll widen our pool of possible candidates by encouraging applicants from genders not typical to the role, such as more women in IT and more men in our service provision, by continuing to advertise on diverse advertising platforms, using gender neutral language in our job adverts and highlighting our family friendly policies, flexible smarter working arrangements, and wellbeing initiatives.
  • Through our learning and development programmes we will continue our commitment to developing the skills of our people, so they maximise their potential. We’ll encourage their take up of a broad range of e-learning options and keep a focus on coaching and mentoring, including our continued participation in a Charity Mentoring Network scheme to support the development of our female leaders and specialists and increase female representation in the higher pay quartiles.
  • We’ll continue to develop a more comprehensive data set to help understand the causes of our gender pay gap and work to address them.
  • We’ll learn from other organisations which have zero or smaller gender pay gaps.


Jane Foreman
Deputy CEO/ Director of Finance, People and Business Solutions