Charity Commission gender pay gap report 2023
Published 15 May 2024
Applies to England and Wales
© Crown copyright 2024
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Overview
Our analysis is based on the Commission’s 498 pay relevant employees in post on 31 March 2023. Our gender balance at this date was:
- 299 Women
- 199 Men
The Commission follows a standard public sector approach to pay and grading. Roles sit within one of eight grades (Administrative Officer to Senior Civil Service PB2), and each grade has an associated pay range. Pay awards comprise:
- a consolidated pay increase paid to all (subject to satisfactory performance)
- a non-consolidated award, also known as performance related pay (PRP)
PRP links performance against objects with individual pay awards. We do not award underperformance. Performance awards are set during pay negotiations with our Departmental Trade Union Side as a value depending on grade and performance level and irrespective of gender.
Performance pay is complemented by our employee recognition scheme. People are recognised and rewarded by payment of vouchers or a special bonus.
Gender Pay Gap Report
Hourly Pay
Our mean gender pay gap of 0.4% means that on average, men working for the Commission are paid 0.4% more than women.
- the mean hourly rate for men is £19.17 - the mean hourly rate for women is £19.35
- the median hourly rate for men is £16.31 - the median hourly rate for women is £16.24
Bonus Pay
- the mean bonus rate for men is £1128.47 - the mean bonus for women is £1053.30
- the median bonus rate for men is £1211.41 - the median bonus for women is £1109.51
Summary of gender pay gap figures
| - | % change |
|---|---|
| Mean gender pay gap – ordinary pay | -0.9%* |
| Median gender pay gap – ordinary pay | 0.4% |
| Mean gender pay gap – bonus pay in the 12 months ending 31 March 2023 | 6.7% |
| Median gender pay gap – bonus pay in the 12 months ending 31 March 2023 | 8.4% |
*: different to previous year as number of female employees has increased whilst the number of male employees has stayed the same, this has a direct impact on the mean hourly wage where this figure is derived from.
The proportion of male and female employees paid a bonus in the 12 months ending 31 March
| Male | 82% |
| Female | 88.1% |
Proportion of male and female employees in each quartile
| Quartile | Female % | Male % |
|---|---|---|
| First (lower) quartile | 64% | 36% |
| Second quartile | 57.3% | 42.7% |
| Third quartile | 58.4% | 41.6% |
| Fourth (upper) quartile | 60.5% | 39.5% |