Find out how we're committed to addressing our pay gaps and how we review our approaches equitably and fairly. This data is from 5 April 2025.
Pay gap figures show the difference in average pay between groups as a percentage of the higher-paid group’s earnings. A positive figure means the first-named group earns more on average; a negative figure means they earn less.
72% of the workforce is female and 27% are male.
Like-for-like positions are paid the same. The mean gap arises because a higher proportion of male employees are employed in the upper pay quartiles.
The executive team in 2025 was 75% female.
| Pay quartile | Female | Male |
|---|---|---|
Upper quartile |
74% |
26% |
Upper middle quartile |
70% |
28% |
Lower middle quartile |
63% |
37% |
Lower quartile |
79% |
21% |
Overall |
72% |
28% |
| Year | Median | Mean | UK benchmark (mean) |
|---|---|---|---|
2020 |
0% |
4% |
14.9% |
2021 |
3% |
0% |
15.1% |
2022 |
0% |
1% |
14.4% |
2023 |
-1% |
-2% |
14.2% |
2024 |
-0.66% |
-1.35% |
13.1% |
2025 |
0% |
2.49% |
12.8% |
Negative figures indicate females were paid higher than males in that year. UK benchmark data from ONS Gender Pay Gap in the UK 2025.
72% of the workforce identifies as White and 28% as global majority.
Both the median and mean ethnicity pay gaps have reduced since 2024. 22.7% of the upper quartile are from the global majority, an increase of 8.4 percentage points over 2024.
| Pay quartile | White | Global majority |
|---|---|---|
Upper quartile |
77.3% |
22.7% |
Overall |
72% |
28% |
| Year | Median | Mean |
|---|---|---|
2020 |
14% |
14% |
2021 |
14% |
16% |
2022 |
11% |
11% |
2023 |
11% |
8.2% |
2024 |
11% |
12% |
2025 |
5% |
7% |
18% of employees disclose a disability or long-term condition.
The median disability pay gap favours those with a disclosure, reflecting a high level of disclosure within the upper quartile. The mean gap has increased slightly to 1.3%, though this remains favourable compared to the national average.
| Year | Median | Mean |
|---|---|---|
2020 |
17% |
10% |
2021 |
7% |
5% |
2022 |
13% |
6% |
2023 |
0% |
-0.5% |
2024 |
0% |
1% |
2025 |
-6.4% |
1.32% |
Pay gap figures are calculated using standard methodology (mean and median hourly pay).
Figures are as of 5 April 2025 and are based on employees in scope at that date. NCVO is not required to report under the statutory gender pay gap reporting threshold (250+ employees) but publishes this data voluntarily.
