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.

Median and mean hourly earnings

At 5 April 2019, the median and mean male and female hourly earnings were as follows: 

 

Male hourly earnings

2019

£

Female hourly earnings

2019

£

Difference

2019

£

Pay gap

2019

%

Difference 2018

£

Pay gap 2018

%

Median

23.93

20.96

2.97

12

2.90

12

Mean

26.43

22.58

3.85

15

2.80

11

At 5 April 2019 the mean male and female hourly earnings by quartile were:

 

Male hourly earnings

2019

£

Female hourly earnings

2019

£

Difference

2019

£

Pay gap

2019

%

Difference

2018

£

Pay gap

2018

%

Quartile 1 

17.20

16.50

0.70

4

-0.5

-3

Quartile 2

20.47

20.01

0.46

2

-

-

Quartile 3

23.80

23.85

-0.05

-0.2

0.7

3

Quartile 4

37.71

32.18

5.53

15

4.60

13

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 15% exists (2017 13%) even though we employ more female than male staff in this quartile. This reflects the fact that three of the four members of the senior management team are male.  This also means that a gender pay gap exists when median and mean average earnings are compared. The other contributing factor is that those currently employed in three of the four lowest paid grades in the organisation are female. The mean pay gap has increased because we now employ two more catering assistant supervisors than we did at this point in the previous year, both of whom are female.

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

2019

£

Female hourly

f/t earnings

2019

£

Difference

2019

£

Pay gap

2019

%

Difference

2018

£

Pay gap

2018

%

Directors

50.72

50.72

-

-

-

-

Grade A

32.23

33.06

-0.83

-2

-

-

Grade B

28.18

27.24

0.94

3

1.20

4

Grade C

23.80

23.78

0.02

0.001

0.21

1

Grade D

20.96

20.67

0.29

1

0.30

1

Grade E

17.89

17.74

0.15

0.1

-0.26

-1

Grade F*

-

16.43

-

-

-

-

Trainee

13.22

12.88

0.34

3

-

-

Catering assistant supervisor* - 12.53 - - - -
Catering assistant deputy supervisor* - 12.08 - - - -

* No male staff at this grade at 5 April 2019

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 and shared parental pay. We have 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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