Gender Pay Gap Report 2022
Organisations with more than 250 employees are legally required to publish details of their ‘gender pay gap’, specifically the difference in average female earnings compared to average male earnings. Rethink Mental Illness welcomes the opportunity to provide this data and set out our plans to tackle the gap in line with our commitment to equality and diversity.
The gender pay gap is not the same as equal pay. Equal pay is the right of men and women to be paid the same for the same work or work of equal value. Rethink Mental Illness fully complies with the Equality Act 2010 and is an Equal Pay Employer. We use a job evaluation system to assess the relative size of each role across the organisation. Jobs are then placed within our pre-set pay scales. This ensures all of our people are paid the same for comparable roles regardless of gender.
The mean gender pay gap is the difference between the average amount earned by female employees and the average amount earned by male employees each hour.
The median gender pay gap is the difference in pay between the middle-ranking female and male.
This report is based on data we captured at April 2022:
- Mean gender pay gap = 11.4%
- Median gender pay gap = 8.7%
- Mean bonus gender pay gap = not applicable (as bonus is not paid)
- Median bonus gender pay gap = not applicable (as bonus is not paid)
- Percentage who receive a bonus = not applicable (as bonus is not paid)
The proportion of females and males in each quartile bracket is as follows:
|
|
Description |
Males |
Females |
|
D |
Includes all employees whose standard hourly rate places them in the upper quartile |
31.4% |
68.6% |
|
C |
Includes all employees whose standard hourly rate places them in the upper middle quartile |
24.5% |
75.5% |
|
B |
Includes all employees whose standard hourly rate places them in the lower middle quartile |
22.4% |
77.6% |
|
A |
Includes all employees whose standard hourly rate places them in the lower quartile |
22% |
78% |
|
All Bands |
All employees |
25.1% |
74.9% |
The data for Rethink Mental Illness shows that our mean gender pay gap for 2022 has decreased from 13.2% in 2021 to 11.4% in 2022 and the median gender pay gap has increased from 6.6% in 2021 to 8.7% in 2022. 766 employees were classified as “full-pay relevant employees” and were used in the reporting of hourly pay gap statistics.
The current gender pay gap at Rethink Mental Illness is driven by the higher proportion of females who are employed in the lower and lower middle quartile salary bands (predominantly those employed as support workers). In addition, male representation is higher within the upper quartile range which will have a bearing on the gender pay gap.
Tackling the gap
The underlying causes affecting our gender pay gap are shared by the wider charity and care sector, where females take up a larger proportion of the workforce in the lower quartile salary bands. We continue to create long term solutions to reduce the gender pay gap significantly. These include:
- Developing recruitment campaigns that encourage applications from a diverse range of backgrounds and will improve our ability to attract more males into entry level roles.
- Greater use of the Apprenticeship Levy to broaden opportunities for a more diverse range of applicants who have no experience in the care or charity sector.
- A Management Development programme, accessible to new, existing and up and coming Managers from all areas of the organisation, which will support progression into higher level roles.
- Recruitment and Selection training for all line managers with a suite of assessment tools which ensure fairness throughout the recruitment process and across all candidates.
- A Talent Management Strategy which encourages female development and progression to more Senior and technical roles e.g. ICT and Finance.
The charity is also committed to the continued improvement of workplace flexibility for men and women by:
- Encouraging men to work flexibly so that it isn’t seen as only a female benefit.
- Offering all jobs as having flexible working options, such as part time work or agile and homebased working etc.
- Encouraging and promoting the uptake of family friendly policies and benefits, such as Shared Parental Leave.
We value people from all backgrounds and recognise the importance of diversity and inclusion within our workforce to deliver greater outcomes for our service users and beneficiaries. However, we acknowledge that some groups are still under-represented in our workforce and we are committed to ensuring that our employees reflect the communities we work in.
The charity is open and transparent with our staff regarding our gender pay gap and we encourage them to contribute ideas for ensuring the gender pay gap is reduced or eliminated in the future.
Note on language – gender and sex
Gender pay gap reporting regulations currently requires reporting on the pay gap between men and women in a binary way, meaning that reporting does not include data on other gender identities. For the purposes of this pay gap report, we have followed the current reporting requirements.
We are however committed to creating a diverse and inclusive working environment for our trans and non-binary colleagues, including through facilitating and encouraging our staff to record their gender identity (including non-binary identities) through our Human Resources monitoring data.
Sharon Jager
Interim People Lead