Gender pay gap data

As Rethink Mental Illness employs more than 250 people 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 are as follows::

  • Mean gender pay gap = 8.5%
  • Median gender pay gap = 4.0%
  • Mean bonus gender pay gap = not applicable (as bonus are not paid)
  • Median bonus gender pay gap = not applicable (as bonus are not paid)
  • Percentage who receive a bonus = not applicable (as bonus are not paid)
  • Proportion of females and males in each quartile bracket:
  • Lower quartile = 69% female and 31% male
  • Lower middle quartile = 81% female and 19% male
  • Upper middle quartile = 67% female and 33% male
  • Upper quartile = 67% female and 33% male

The data for Rethink Mental Illness shows that our mean gender pay gap for 2018 is 8.5%, a 1.1% reduction in last year’s figures.  We acknowledge there is still work to do for us to eliminate or reduce the gender pay gap even further.

Kelly Brown

Director of Corporate Resources

Summary for the Executive Team at Rethink Mental Illness

The charity does not discriminate on grounds of gender and complies in full with the Equality Act 2010.  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 of our people are paid the same for comparable roles regardless of gender.

We recognise 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.

Work has already begun on the following:

  • A clear management development pathway will be developed for all which will be accessible to both existing and new managers from all areas of the organisation.
  • Several courses are in the development stage i.e. Coaching for Managers, Recruitment and Selection, Performance management
  • Develop and introduce a range of assessment methods to test both competency and values of candidates within the recruitment process. This process will help ensure fairness across all candidates.
  • A range of assessment methods have been identified for development.  Work on many of these is already underway.
  • The Charity has begun work on developing a two-day recruitment and selection training event for managers.
  • To help the Charity further reduce the gender pay gap the following can be explored;
  • Further improve workplace flexibility for men and women by;
  • Encouraging men to work flexibly. So that it isn’t seen as only a female benefit.
  • Advertise and offer all jobs as having flexible working options, such as part time work, remote working etc.
  • Encourage and promote the uptake of Shared Parental Leave

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

This page was last updated 01/04/2019

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