Gender Pay Declaration 2018

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As a human rights organisation we believe fundamentally in equality of opportunity for all. Our work for the world’s children is built on our values of being honest, brave, smart and hopeful. We welcome the transparency of gender pay gap reporting.

Similarly, as a progressive employer we know that treating all of our colleagues fairly and working together through shared principles and behaviours is not only the right thing to do but is an approach that enables us to achieve the best possible outcomes for children.

As part of UK government requirements, we, alongside other UK organisations with more than 250 employees, will be sharing our gender pay gap data with the public each April.

The gender pay gap is the measure that shows the percentage difference between the average earnings of men and women in an organisation, expressed as a percentage of men’s earnings. Employers are required to publish both a mean and a median figure.

Gender Pay Gap Calculation

UNICEF UK’s gender pay gap is as follows:

Mean: 6.2%
The mean pay gap shows the percentage gap in average salaries of men and women.

Median: 3.7%
The median pay gap shows the percentage gap in median salaries of men and women. The median is the middle value when all the values are ranged from highest to lowest.

Our gender pay gap is lower than the UK average but that’s not to say that we can’t improve further.  We will continue to analyse our data and strive to make improvements wherever possible.

This Gender Pay Report is based on data from 5 April 2018. At this date we employed 338 people with 67 (20%) being male and 271 (80%) being female.

It’s important to note that the gender pay gap isn’t the same as equal pay. Equal pay is the principle that men and women doing equivalent work should be paid the same and is a legal requirement that we adhere to.

The gender pay gap is an overall organisational measure of the difference in average earnings of male and female employees, irrespective of their role. So, a company might have a gender pay gap if a majority of men are in top jobs, despite paying male and female employees the same amount for similar roles.

Gender pay quartiles

The workforce is divided into four equally-sized groups based on their hourly pay rate.   The proportion of males/females in each quartile pay band is as follows:

  • Lower quartile: 80% female, 20% male
  • Lower middle: 83% female, 17% male
  • Upper middle: 70% female, 30% male
  • Upper quartile: 80% female, 20% male

Additional payments

UNICEF UK does not currently operate a bonus scheme. However, the legislation requires us to report the following:

  • The mean gender bonus gap is 0%
  • The median gender bonus gap is 0%
  • The proportion of male employees receiving a bonus is 0%
  • The proportion of female employees receiving a bonus is 0%

Understanding the gap

UNICEF UK’s gender pay gap is significantly lower than the UK median gender pay gap of 17.9%, according to the National Statistics Annual Survey of Hours and Earnings 2018.

UNICEF UK’s gender pay gap arises from a small disproportion of male to female employees in the upper middle and lower middle quartiles. The other quartiles (lower and upper) are in proportion to the overall workforce.

Last year (2017) we reported a mean pay gap of 5.4% and a median pay gap of 5.1%.  This movement is a result of some changes in management which has resulted in a slight increase to the number of men within our upper middle quartile alongside a slight increase to the number of women within our lower middle quartile.  However, women continue to represent over 75% of our senior leadership population.

Our commitment

As a progressive employer we are committed to demonstrating equality in recruitment, promotion, development opportunities and reward.

  • Our reward systems are compliant with equal pay. We reviewed our reward systems in 2018 and made improvements to the process that determines grade and salaries.  When determining pay increases, we balance several factors including the economic climate, the external market for roles, and affordability.
  • We are transparent internally with our reward practices. We share the salary ranges available within different pay bands.  We also share the job levels of all our roles in a matrix and the detail of our job evaluation scheme.
  • We promote inclusion and diversity for our employees. With support from our working group dedicated to equality, diversity and inclusion we highlight issues, advocate for change, celebrate diversity and share knowledge and experience.
  • Gender pay gap data is reviewed by our inclusion and diversity group and by our Board of Trustees.
  • We now use a targeted positive action recruitment statement in our adverts to welcome applications from under-represented groups as we know greater diversity will lead to even greater results for children. We also make employment decisions by matching business needs with skills and experience of candidates irrespective of background.
  • We work hard to provide a great working environment where people can balance a successful career with their daily life. Our culture, values, policies & procedures and technology all help enable people to work from differing locations, including their home.  This empowers them to do their best work. We promote a range of agile and flexible working options and 29% of colleagues work part-time.
  • We have a continuous approach to employee feedback and use real-time data from our Employee Engagement Survey to help identify work-related challenges that need to be explored.
  • As part of our Learning & Development programme we provide learning opportunities on unconscious bias for recruiting managers. All colleagues receive equality, diversity and inclusion training as part of our induction programme.
  • We are undertaking further analysis to understand our gap in more detail and will develop an action plan to address this wherever possible.

Claire Fox
Chief Operating Officer
4 April 2019

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