Transparency data

Charity Commission gender pay gap report 2019

Published 31 March 2019

Applies to England and Wales

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This publication is available at https://www.gov.uk/government/publications/charity-commission-gender-pay-gap-report-2019/charity-commission-gender-pay-gap-report-2019

Overview

Our analysis is based on the Commission’s 394 pay relevant employees in post at 31 March 2019. Our gender balance at this date was:

  • 226 Women
  • 168 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 2.5% means that on average, men working for the Commission are paid 2.5% more than women.

  • the mean hourly rate for men is £18.25
  • the mean hourly rate for women is £17.79
  • the median hourly rate for men is £15.38
  • the median hourly rate for women is £15.23

Bonus Pay

  • the mean bonus rate for men is £912.75
  • the mean bonus for women is £925.98
  • the median bonus rate for men is £740.00
  • the median bonus for women is £813.50

Our pay gap is 2.5%. This compares to 4.9% reported for 2018, and 3.7% for 2017.

Reasons for a pay gap are a mixture of:

  • prevalence of men with long length of service who benefited from pay progression arrangements before 2011/13 pay freeze
  • proportionally more men in senior roles and so high earners, some in receipt of allowances, compared to women

Summary of gender pay gap figures

Summary Percentage (%)
Mean gender pay gap – ordinary pay 2.5
Median gender pay gap – ordinary pay 0.9
Mean gender pay gap – bonus pay in the 12 months ending 31 March 2019 1.5
Median gender pay gap – bonus pay in the 12 months ending 31 March 2019 9.9

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

Male 81.8
Female 79.8

Proportion of male and female employees in each quartile

Quartile Female (%) Male (%)
First (lower) quartile 58.2 41.8
Second quartile 59.6 40.4
Third quartile 56.1 43.9
Fourth (upper) quartile 55.6 44.4
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