NCVO’s gender pay gap data

NCVO believes in equality of opportunity for all. Although NCVO employs fewer than 250 staff and is therefore not required to publish gender pay gap information, we have chosen to and encourage other organisations in the sector to do so as well.

Median and mean hourly earnings

At 5 April 2018, the median and mean male and female hourly earnings were as follows: 

Male hourly earnings

2018

£

Female hourly earnings

2018

£

Difference

2018

£

Pay gap

2018

%

Difference 2017

£

Pay gap 2017

%

Median

23.30

20.40

2.90

12

2.84

12

Mean

24.40

21.60

2.80

11

3.40

14

At 5 April 2018 the mean male and female hourly earnings by quartile were:

Male hourly earnings

2018

£

Female hourly earnings

2018

£

Difference

2018

£

Pay gap

2018

%

Difference

2017

£

Pay gap

2017

%

Quartile 1

16.50

17.00

-0.5

-3

0.15

1

Quartile 2

19.30

19.30

-

-

-

-

Quartile 3

22.80

22.10

0.7

3

0.12

0.5

Quartile 4

35.00

30.40

4.60

13

3.75

11

The information shows that in quartiles 1 to 3 there is little or no pay gap. In the upper quartile, a gender pay gap of 13% exists (2017 11%), reflecting the fact that three of thefour members of the senior management team are men. This also means that a gender pay gap exists when median and mean average earnings are compared.

Mean hourly earnings by grade

Gender pay gap data by grade shows that NCVO pays men and women on the same grades the same salary for the work they do. Where there is a slight difference, this is largely because staff start at an entry point on recruitment and move to the grade point only after their first year of employment.

Male hourly

f/t earnings

2018

£

Female hourly

f/t earnings

2018

£

Difference

2018

£

Pay gap

2018

%

Difference

2017

£

Pay gap

2017

%

Directors

49.38

49.38

-

-

-

-

Grade A

32.19

32.19

-

-

-

-

Grade B

27.48

26.28

1.20

4

0.81

3

Grade C

23.16

22.89

0.21

1

0.04

0.1

Grade D

20.20

19.90

0.30

1

0.33

2

Grade E

17.06

17.32

-0.26

-1

-0.05

-0.3

Grade F*

-

16.00

-

-

-

-

Trainee#

12.88

-

-

-

-0.42

-4

* No male staff at these grades

* No male staff at this grade at 5 April 2018; # no female staff at this grade at 5 April 2018

Like many employers in the voluntary sector, NCVO employs more women than men but there are proportionately more women than men in lower grades and in part time roles.

We have a range of family friendly and flexible working policies to support parents and carers. This includes supporting women who take time off to have children and assisting with their return to work. We offer enhanced maternity pay, paternity pay and shared parental pay, flexible working hours, and encourage and support remote working. 

NCVO is proud of its flexible, family-friendly employment policies and practices, and in a recent staff survey these were identified by staff as one of the reasons they liked working at NCVO.

Reporting your charity’s gender pay gap

NCVO encourages all organisations regardless of size to consider publishing their gender pay gap data because it’s good for them and good for the sector.

If you have 250 or more employees, you are legally required to report on your gender pay gap. Our expert partner Croner can provide help with your analysis and reporting.

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