Gender pay gap data for Rethink Mental Illness as at April 2020

As Rethink Mental Illness employs more than 250 employees we are required by government regulations to publish details of our gender pay gap, specifically the difference in average female earnings compared to average male earnings. The data for Rethink Mental Illness is as follows:

  • Mean gender pay gap = 10.3%
  • Median gender pay gap = 9.2%
  • Mean bonus gender pay gap = not applicable (as bonus is not paid)
  • Median bonus gender pay gap = not applicable (as bonus is not paid)
  • Percentage who receive a bonus = not applicable (as bonus is not paid)

The proportion of females and males in each quartile bracket is as follows:

 

Description

Males

Females

D

Includes all employees whose standard hourly rate places them in the upper quartile

35.2% (58)

64.8% (107)

C

Includes all employees whose standard hourly rate places them in the upper middle quartile

27.4% (45)

72.6% (119)

B

Includes all employees whose standard hourly rate places them in the lower middle quartile

26.1% (43)

73.9% (122)

A

Includes all employees whose standard hourly rate places them in the lower quartile

18.3% (30)

81.7% (134)

All Bands

All employees

26.7% (176)

73.3% (482)

Summary for the Executive team at Rethink Mental Illness

The data for Rethink Mental Illness shows that our mean gender pay gap for 2020 has increased slightly from 9.5% in 2019 to 10.3% in 2020 and the median gender pay gap has fallen from 10.9% in 2019 to 9.2% in 2020. 658 employees were classified as “full-pay relevant employees” and were used in the reporting of hourly pay gap statistics.

The charity does not discriminate on grounds of gender and complies in full with the Equality Act 2010. The gender pay gap should not be confused with unequal pay, which deals with the pay differences between men and women who are doing the same job or work of equal value. We are fully committed to the principle of gender pay equality. To help us do this the charity use a job evaluation system to assess the relative value of each role across the organisation. Jobs are then placed within our pre-set pay scales. This ensures all our people are paid the same for comparable roles regardless of gender.

The current gender pay gap at Rethink Mental Illness is driven by the higher proportion of females who are employed in the lower and lower middle quartile salary bands (predominantly those employed as support workers). In addition, 40% of the roles within the lower quartiles are in fact part-time contracts which tend to attract a greater proportion of female employees. These factors combined have contributed to the gender pay gap which has increased by around 4% overall.

However, it is pleasing to report that in 2020 50% of the Executive team were female which evidences the progression of women within senior roles.

Tackling the gap

The underlying causes affecting our gender pay gap are shared by the wider charity and care sector, where females make up a larger proportion of the workforce in the lower quartile salary bands. Hence, it is important for us to create long term solutions to reduce the gender pay gap significantly. These solutions include:

  • Developing recruitment campaigns which encourage applications from a diverse range of backgrounds and will improve our ability to attract more males into entry-level roles
  • Greater use of the Apprenticeship Levy to broaden opportunities for a more diverse range of applicants who have no experience in the care or charity sector
  • A Management Development programme, accessible to new, existing, and up-and-coming managers from all areas of the organisation, which will support progression into higher level roles
  • Recruitment and Selection training for all line managers with a suite of assessment tools which ensure fairness throughout the recruitment process and across all candidates
  • A Talent Management Strategy which encourages female development and progression to more senior and technical roles eg, ICT and Finance

The charity is also committed to the continued improvement of workplace flexibility for men and women by:

  • Encouraging men to work flexibly. So that it isn’t seen as only a female benefit.
  • Offering all jobs as having flexible working options, such as part-time work or agile working etc.
  • Encouraging and promoting the uptake of Shared Parental Leave

We value people from all backgrounds and recognise the importance of diversity and inclusion within our workforce to deliver greater outcomes for people who use our services and beneficiaries. However, we acknowledge that some groups are still under-represented in our workforce, and we are committed to ensuring that our employees reflect the make-up of the communities we work in.

The charity will be open and transparent with staff regarding our gender pay gap and we will encourage them to contribute ideas for ensuring the gender pay gap is reduced or eliminated in the future.  

 

Kate Husselbee

Director of Strategy and Transformation

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