It is important that we look at our pay gap overtime. The overall picture shows an increasing pay gap which we have been able to close since our last report. 

We believe this figure has improved significantly due to an increased female presence in senior positions across the charity as well as developing and refining our recruitment process to drive equity, transparency and fairness in all roles.  However, it is good practice to continually review, understand the data and seek to address any disparities.

As part of our Equality, Diversity and Inclusion strategy, we should continue to explore how we can attract more men into our organisation to create a more even gender balance, given that we have more women than men at most levels of our organisation. We can also continue to make strides in the data we collate and retain and seek to commit to publishing data on disability pay gaps and ethnicity pay gaps in the future.

We will continue to address our gender pay gap through the commitments under the People focused strategic plan but more widely:

• Minimising career obstacles for working parents – responsibilities typically biased towards women
• Provide training around unconscious bias and EDI, to increase awareness, and develop improved inclusivity and diversity across our workforce
• Ensuring our reward frameworks drive and delivers equity of pay
• Developing our attraction and recruitment practices to drive equity, transparency, and fairness in all reward matters
• Continue to improve opportunities across all roles in all areas of the organisation; and
• Continue to improve our recruitment, talent management and career development practices to actively promote and deliver opportunity for all talented people seeking development opportunities across the organisation.