Charity Commission gender pay gap report 2017
Updated 29 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/charity-commission-gender-pay-gap-report-2017
Overview
Our analysis is based on the Commission’s 309 pay relevant employees in post at 31 March 2017. Our gender balance at this date was:
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167 women
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142 men
Ordinary Pay
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.
Bonus Pay
Pay awards comprise:
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a consolidated pay increase paid to all (subject to satisfactory performance)
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a non-consolidated award, also known as performance related pay (PRP)
PRP links performance against objectives with individual pay awards. We do not reward 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 staff recognition scheme. Employees can be recognised and rewarded with low-value vouchers or bonus for exceptional work and outcomes.
Gender Pay Gap Report
Following publication of this report we will investigate why there is a bonus pay gap. We have a gap in favour of women on ordinary pay and a gap in favour of men on bonuses. Our findings will inform recommendations and targeted action.
Correction 29 March 2019
An error was identified in the figures prepared by an external firm in the 2017 mean pay gap calculation which now shows a small pay gap in favour of men. The figures have been updated.
We will seek to understand why there is a gap and what steps we can take to address it within the current civil service wide pay requirements alongside consideration of the 2018 figures.
Note:
The bonus pay gap calculation methodology uses actual payments after pro rating which distorts the pay gap because the Commission’s practice is to pro rata bonus payments according to the hours worked. If all bonuses were based on the full-time equivalent (ie, disregarding part time hours), the gaps closes. Men would have been paid bonus, on average, 11.2% more than women, and a median of 3.2% more than women, however we will be taking steps to improve future parity.