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Gender pay gap

We believe our employees should be able to make a difference to deaf children and their families by succeeding in their roles and accessing opportunities equally. Gender pay reporting helps us to achieve this goal. Reporting on the gender pay gap is also a legal requirement.

The gender pay gap 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.

Our Gender pay gap: Headline figures as of 5 April 2020

Mean gender pay gap - on average women earn 10.6% less than men. The mean gender pay gap is the difference between the average hourly earnings of men and women.

Median gender pay gap is 13.5% - the median female employee is paid 13.5% less than the median male employee. The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women.

Our mean gender pay gap (10.6%) and our median gender pay gap (13.5%) are both below the Office of National Statistics (ONS) estimated national median pay gap of 15.5% and national mean gender pay gap of 14.6% (ONS November 2020).

As the charity does not pay bonuses to any member of staff there are no figures to report in relation to bonuses.

Our overall gender split is 73% female and 27% male.

The gender distribution by hourly pay

Upper pay quartile

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

  • Female 56%
  • Male 44%

Upper 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 middle pay quartile

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

  • Female 77%
  • Male 23%

Lower pay quartile

Includes all employees whose standard hourly rate places them at or below the lower quartile

  • Female 80%
  • Male 20%

Why do we have a gender pay gap?

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 and we’re confident that the gender pay gap is a result of the different roles in which men and women work in our organisation and the salaries that these roles attract.

Underlying causes

We’ve identified some differences that contribute to this:

  • A higher proportion of male employees are usually based in our London office which attracts a higher salary. Fewer male employees work in our other offices or as home workers. This may be connected to the types of roles based in our London office, including IT, Finance and Fundraising which tend to attract more male candidates. The roles at our other offices, and our homeworkers, tend to be in service provision or advocacy and campaigning roles which are more likely to attract a greater proportion of female candidates and tend to be on lower pay bands.
  • Management and leadership roles are disproportionately occupied by male members of staff (36% male compared to 27% of total workforce being male).
  • Anyone on reduced or nil pay on 5 April 2020, is not included in the pay gap report. This includes anyone on maternity, sick, shared parental, paternity and work breaks. A higher proportion of staff on reduced pay are likely to be women, mainly due to taking maternity leave and a low uptake of shared parental leave amongst men in the organisation.
  • 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 will predominately be filled by female workers (78%).

Moving forward

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

  • We’ll continue to highlight and aim to remove any unconscious bias from our recruitment processes and encourage the internal promotion of our staff
  • We’ll encourage applicants from genders not typical to the role, such as more women in IT and more men in our service provision and consider different advertising platforms.
  • We’ll review family friendly policies to enable working parents to share childcare more equally.
  • We’ll continue with our Learning & Development programme to support the development of our people within their roles and enable them to maximise their potential.
  • We’ll continue to improve reporting and people analytics, enabling further investigation of causes of the gender pay gap and for potential gender imbalances to be identified and addressed as appropriate.
  • We’ll develop our reporting on our ethnicity and disability pay gaps and identify ways to address these gaps.

I confirm that this information is accurate for the snapshot date of 5 April 2020.
Jane Foreman
Deputy CEO/ Director of Finance, People and Business Solutions