Transparency data

Charity Commission gender pay gap report 2020

Published 23 March 2021

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-2020/charity-commission-gender-pay-gap-report-2020

Overview

Our analysis is based on the Commission’s 403 pay relevant employees in post at 31 March 2020. Our gender balance at this date was:

  • 228 Women
  • 175 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 3.2% means that on average, men working for the Commission are paid 3.2% more than women.

  • the mean hourly rate for men is £18.80. The mean hourly rate for women is £18.20
  • the median hourly rate for men is £16.60. The median hourly rate for women is £15.10

Bonus Pay

  • the mean bonus rate for men is £863.60. The mean bonus for women is £815.40
  • the median bonus rate for men is £687.00. The median bonus for women is £645.00

Our pay gap of 3.2% - this compares to 2.5% reported in 2019 (4.9% reported for 2018; 3.7% for 2017).

Reasons for a pay gap are a mixture of:

  • more men in senior grades and high earners compared to women
  • disproportionately more women populating the lowest paid grades
  • mainly more men with longer service than women that benefited from pay progression before 2011/13 pay freeze

Summary of gender pay gap figures

Summary Percentage (%)
Mean gender pay gap – ordinary pay 3.2
Median gender pay gap – ordinary pay 8.8
Mean gender pay gap – bonus pay in the 12 months ending 31 March 2020 5.6
Median gender pay gap – bonus pay in the 12 months ending 31 March 2020 6.1

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

Male 74.7
Female 78.5

Proportion of male and female employees in each quartile

Quartile Female (%) Male (%)
First (lower) quartile 56.4 43.6
Second quartile 63.4 36.6
Third quartile 50.5 49.5
Fourth (upper) quartile 56 44
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