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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 53% female. Our overall gender split is 73% female and 27% male.

Our Gender pay gap: Headline figures as of 5 April 2021

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 2021. 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 12.9% less than men.
  • Although this is an increase of 2.3% from the 10.6% pay gap reported for 2020 figures it is below the Office of National Statistics (ONS) estimated national mean pay gap of 15.4%

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 18.2% which means that the median female employee is paid 18.2% less than the median male employee.
  • This is an increase of 4.7% from the 13.5% pay gap reported for 2020 figures and is above the national median gender pay gap of 14.9% (ONS November 2021).

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 53.2%
  • Male 46.8%

Upper middle pay quartile

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

  • Female 72.6%
  • Male 27.4%

Lower middle pay quartile

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

  • Female 82.3%
  • Male 17.7%

Lower pay quartile

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

  • Female 80.6%
  • Male 19.4%

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 (pandemic lockdowns excepted). 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 (33% male compared to 27% of total workforce being male).
  • Anyone on reduced or nil pay on 5 April 2021, 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. Eight female staff members were on maternity leave as of this date but only one male staff member was on shared parental leave
  • 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 (83.3%).

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 highlight and aim to remove barriers and any unconscious bias from our recruitment processes and encourage the internal promotion of our staff.
  • 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 considering more diverse advertising platforms and highlighting the flexibility the organisation offers in terms of homeworking and smarter working patterns.
  • We’ll promote our existing family friendly policies to highlight how parents could share childcare more equally and review our policies in line with any changes to legislation. We’ll also continue to promote our flexible, smarter working arrangements to everyone.
  • We’ll continue with our learning and development programme to support our people within their roles and enable them to maximise their potential. We’ll keep a focus on coaching and mentoring, including our continued participation in a Charity Mentoring Network scheme along with 11 other charities within the disability sector
  • We’ll continue to improve reporting and people analytics to help further investigation of causes of the gender pay gap. This will also help identify potential gender imbalances which we can address listening to, and working in partnership with, our staff.
  • We’ll learn from charities which have a small gender pay gap to find out how they achieve these smaller differences and look at how we can implement similar initiatives to improve ours.


Jane Foreman

Deputy CEO/ Director of Finance, People and Business Solutions