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.
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. Reporting on the gender pay gap is a legal requirement.
To read about real staff experiences at the National Deaf Children's Society, visit the Staff Stories page.
Our Gender pay gap: Headline figures
Mean gender pay gap is 7.2% – on average women earn 7.2% less than men
Median gender pay gap is 11.1% – in this case the median female employee is paid 11.1% less than the median male employee (the median is the middle number. In this case it’s calculated where half of women earn less than the median female employee and half of women earn more).
The National Deaf Children’s Society gender pay gap mean and median at 7.2% and 11.1% are below the ONS estimated national averages of 17.1% and 17.9% (October 2018).
As the charity does not pay bonuses to any member of staff there are no figures to report in relation to bonuses.
The gender distribution by hourly pay:
Gender Pay Regulations came into force in April 2017. They require all employers with 250 or more employees to report their gender pay gap on an annual basis.
Why we have a gender pay gap
Having a gender pay gap does not automatically mean that there is an equal pay issue within an organisation. We have a clear policy of paying employees equally for the same or equivalent work, regardless of gender and are confident that the gender pay gap is a result of the roles in which men and women work in our organisation and the salaries that these roles attract.
We have identified some differences that contribute to this:
- Men mainly work in our London office with only a few men working in our other offices or as home workers. This may be connected to the types of roles based in our London office, including IT and fundraising whereas those at other offices, and our homeworkers, tend to be mainly services, policy and campaigns work.
- 29 of the 256 employees included in the calculations (12.8%) were sessional workers who work on an ad hoc basis. These tend to be lower paid, service roles and are predominately female (76%).
- A high proportion of male employees are managers (29% manager grades are taken up by men compared to 23% of workforce being male).
- More women than men take part in our salary sacrifice scheme for childcare vouchers and tend to sacrifice larger amounts.
What we’re doing
We are committed to gender pay equality and although our gap is below the national average, we have identified a number of measures which we can take to reduce the gap further.
- Review working practices in our lower paid roles, to investigate whether there are any barriers preventing men from entering these roles.
- Review family friendly policies to enable working parents to share childcare more equally.
- Encourage applicants from genders not typical to the role, such as more women in IT and more men in our services.
- Continue to improve reporting and people analytics through the use of a new HR database, which will help us investigate and address the causes of the gender pay gap.
- Continue to highlight and aim to remove any unconscious bias from our recruitment processes and encourage the internal promotion of our staff.
- Launch a Learning and Development programme to support staff to maximise their potential.
Regulations mean we are required to report on a number of measures of gender pay on the snapshot date of 5 April each year. This is the report for the snapshot date of 5 April 2018. Information for the snapshot date of 5 April 2017 can be found here.
I confirm that this information is accurate.
Deputy CEO/ Director of Finance, People and Business Solutions