Gender pay gap
The Government requires all charities, public sector organisations and companies with over 250 relevant employees to publish their gender pay gap data.
We are required to report annually from 5 April 2018 on a snapshot taken on 5 April the previous year. We welcome this opportunity to be transparent about the gender pay gap at Age UK, the charity, and Age UK Trading Community Interest Company (Age UK Trading CIC), which both employ over 250 people.
Committed to closing the gap
Supporting statement from Steph Harland, Age UK's Chief Executive
As required by the legislation, this report sets out Age UK's gender pay gap as at 5 April 2018. The median pay gap for both reportable companies in Age UK has fallen since the 5 April 2017 snapshot. The gap in the charity has reduced to 16%, from 17%, and Age UK Trading CIC's gap has fallen to 4%, from 9%. This compares against a national median gap of 17.9%.
We are pleased to see the gap narrowing. Our data indicates that this is largely due to appointing more female colleagues into higher quartile roles, and fewer in lower quartile roles. We will continue to work on closing the gap this year.
- We are improving our pay and grading structure. This year we have been developing a new pay and grading structure. We already evaluate all roles to ensure that employees receive fair and comparable reward for the work they do, and the new structure with make this simpler and more transparent. We are also confident, having tested the impact of various potential structures, that our new structure will help reduce the gender pay gap. A decision on which structure to adopt will be made soon and we hope to introduce it later in 2019.
- We are helping all of our line managers understand and respond to the benefits of diversity. We have introduced mandatory training on equality, diversity and inclusion for all line managers, as well as a session on recruitment that focuses on helping managers to be aware of and respond to unconscious bias. Colleagues have welcomed the training and we will continue to roll it out during 2019.
- We are changing how we think and work thorough our Equality, Diversity and Inclusion programme. A three-year strategy has been welcomed by the Board. It will see us focus on improving the diversity of our workforce; embedding equality, diversity and inclusion into our culture and behaviours; and ensuring that our policies, processes and systems support this. The strategy calls for improved access to career development and progression opportunities for women. This will be driven by a better understanding of the barriers they face through new equality impact assessments, and addressed by tailored support through a new career development programme. We will introduce both in 2019.
This specific work is built upon a strong bedrock of on-going support that is very much in the DNA of Age UK. Our values are important to us and, in the same way that we champion equality and fairness for older people, we do the same for our colleagues.
We continue to be committed to flexible working, varied working patterns, home-working, job-share and other ways of working along with family leave, carer's leave and support with childcare costs. This continues to be valued, particularly by our female colleagues, and we are seeing increasing uptake of these benefits.
We hope to see further improvement in the gender pay gap and believe that these activities, with the full support and involvement of our colleagues, will help us do so.
Chief Executive, Age UK