Transparency data

Charity Commission gender pay gap report 2018

Published 29 March 2019

© Crown copyright 2019

This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk.

Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned.

This publication is available at https://www.gov.uk/government/publications/charity-commission-gender-pay-gap-report-2018/charity-commission-gender-pay-gap-report-2018

Overview

Our analysis is based on the Charity Commission’s 304 pay relevant employees in post at 31 March 2018. Our gender balance at this date was:

  • 174 Women
  • 130 Men

The Commission follows a standard public sector approach to pay and grading. Roles sit within one of 8 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 under-performance.

Performance awards are set during pay negotiations with our Departmental Trade Union 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 (GPGR)

Hourly pay

Our mean gender pay gap of 4.9% means that on average, men working for the Commission are paid slightly under 5% more than women.

  • the mean hourly rate for men is £19.06

  • the mean hourly rate for women is £18.11

  • the median hourly rate for men is £16.44
  • the median hourly rate for women is £15.48

Bonus pay

  • the mean bonus rate for men is £1025.67

  • the mean bonus for women is £894.60

  • the median bonus rate for men is £820.00
  • the median bonus for women is £770.00

The GPGR calculation for bonus pay gap uses actual payments. This distorts the pay gap.

Our practice is to pro-rata bonus payments according to the hours worked and as a consequence part time workers receive a lower bonus than full time workers.

A higher proportion of women than men work part time in the Commission, and in the 2018 dataset:

  • 31% of women work less than a standard week
  • 10.7% of men work less than a standard week

If all bonuses were ‘grossed-up’ to the full-time equivalent, in other words disregarding part time hours, the bonus gap closes.

Men would have been paid bonus, on average, 5.1% more than women. The median gross payment for women is £870 compared to £820 for men, giving a median pay gap in favour of women of 6.1%.

Summary of gender pay gap figures

Summary Percentage (%)
Mean gender pay gap - ordinary pay 4.9
Median gender pay gap - ordinary pay 5.8
Mean gender pay gap - bonus pay in the 12 months ending 31 March 2018 12.7
Median gender pay gap - bonus pay in the 12 months ending 31 March 2018 6.0

Proportion of male and female employees paid a bonus in the 12 months ending 31 March

Male 92.3
Female 82.9

Proportion of male and female employees in each quartile

Quartile Female (%) Male (%)
First (lower) quartile 67 33
Second quartile 53 47
Third quartile 54 46
Fourth (upper) quartile 55 45
Back to top