Gender Pay Declaration 2017

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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 and young people is built on values of being honest, brave, smart and hopeful. We naturally welcome the transparency of the new drive for gender pay gap reporting.

Similarly, as a progressive employer we know that treating all of our staff 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 new government requirements, we, alongside every other UK organisation with more than 250 staff, will be sharing our gender pay gap data with the public in April 2018 and updating it annually thereafter.

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: 5.4%
The mean pay gap shows the percentage gap in average salaries of men and women.

Median: 5.1%
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.

This is significantly lower than both the UK average (17.3%) and the average of other UK charities (8.3%). That is not to say that we can’t improve further, however, and we will continue to analyse our data and strive to make improvements wherever possible.

This Gender Pay Report is based on data from 5 May 2017. At this date we employed 299 people with 63 (21%) being male and 236 (79%) 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 the same job should be paid the same and is a legal requirement.

The gender pay gap is an overall organisational measure of the difference in average earnings of male and female employees over a period of time, 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 gender pay gap at UNICEF UK is created by a small disproportion of male employees, relative to the overall workforce, in one of the four pay quartiles –the other three (including the top quartile) are proportionately balanced. The proportion of males/females in each quartile pay band is as follows:

  • Lower quartile: 81% female, 19% male
  • Lower middle: 80% female, 20% male
  • Upper middle: 75% female, 25% 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 average, according to the National Statistics Annual Survey of Hours and Earnings 2016.

  • 17.3% mean gender pay gap
  • 18.1% median gender pay gap

UNICEF UK’s gender pay gap is also significantly lower than the average of other UK charities:

  • 8.3% mean gender pay gap, 7.7% median gender pay gap (ref. Xpert HR Gender Pay Gap Reporting Service 2017)
  • UNICEF UK’s gender pay gap arises from a small disproportion of male to female employees in the upper middle quartile. The other quartiles (lower, lower middle and upper) are in close proportion to the overall workforce.

Our commitment

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

  • In determining pay and reward, we balance a number of factors including the economic climate, the external market for roles and affordability. Our reward systems are compliant with equal pay and we have a rigorous process to determine the grade and salary of a role. We will ensure we integrate gender pay gap considerations into future reviews of reward.
  • Actions to address gender pay gaps will form part of our annual pay review process.
  • Gender pay gap data is reviewed by our Diversity Group and the Board of Trustees.
  • We will promote inclusion and diversity for our employees to enhance awareness with support from our new Equality & Diversity Inclusion Working Group.
  • We work hard to ensure that we provide a great working environment where people can balance a successful career and their own daily life. We provide employees with the technology to enable them to work from differing locations. A range of agile and flexible working options are available and 29% of people work part time.
  • Our quarterly Employee Engagement Survey requests information to help us identify whether there are any 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 quality dignity and diversity 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.

Mark Devlin
Chief Operating Officer
3 April 2018

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