Charity Commission gender pay gap report 2024
Published 24 March 2025
Applies to England and Wales
© Crown copyright 2025
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Overview
Our analysis is based on the Commission’s 470 pay relevant employees in post on 31 March 2024. Our gender balance at this date was:
- 285 Women
- 185 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), and each grade has an associated pay range. The pay award paid in the 2023/4 year consisted of:
- a consolidated pay increase (subject to satisfactory performance)
- a non-consolidated award, also known as performance related pay (PRP)
Performance Related Pay linked performance against objects with individual pay awards. We did 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 median pay gap of 2.7% means that on average, men working for the Commission are paid 2.7% more than women.
- the mean hourly rate for men is £21.82. The mean hourly rate for women is £21.20
- the median hourly rate for men is £18.67. The median hourly rate for women is £18.17
Bonus pay
The Commission’s median bonus gap of 7.2% means that on average men receive 7.2% more in bonus than women.
- the mean bonus rate for men is £1,036.00. The mean bonus for women is £977.19
- the median bonus rate for men is £1,036.00. The median bonus for women is £961.00
Summary of gender pay gap figures
| - | % change |
|---|---|
| Mean gender pay gap – ordinary pay | 2.8% |
| Median gender pay gap – ordinary pay | 2.7% |
| Mean gender pay gap – bonus pay in the 12 months ending 31 March 2024 | 3.7% |
| Median gender pay gap – bonus pay in the 12 months ending 31 March 2024 | 7.2% |
The proportion of male and female employees paid a bonus in the 12 months ending 31 March
| Male | 93.5% |
| Female | 92% |
Proportion of male and female employees in each quartile
| Quartile | Female % | Male % |
|---|---|---|
| First (lower) quartile | 69.2% | 30.8% |
| Second quartile | 61.2% | 38.8% |
| Third quartile | 51.3% | 48.7% |
| Fourth (upper) quartile | 61.2% | 38.8% |