Gender pay gap report 2017

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The King’s Fund employs around 130 people. We are not required by legislation to report on our gender pay gap, but have chosen to do so in line with our commitment to equality and diversity.

Our ambition is to have a workforce that draws from the widest possible pool of talent, reflects the diversity in society, is selected on values and merit and within which difference is appreciated as a source of learning, creativity and effectiveness.

Our gender pay gap 2017

Our calculations are based on the snapshot date of 5 April 2017. On this date, we employed 132 people, with a higher proportion of women.

Staff gender split

Ratio of staff is 39.4% men and 60.6% women.

Mean and median gender pay gap and bonus pay gap

Mean and median gender pay gap and bonus pay gap

* The Fund awards a limited number of modest, performance-related bonuses each year; these account for 0.4 per cent of the salary bill. The proportion of women awarded a bonus was 20 per cent and the proportion of men awarded a bonus was 25 per cent.

Percentage of men and women in each quartile pay band

Percentage of men and women in each quartile pay band

Analysing our gender pay gap and taking action

The King’s Fund is committed to equality. We strive to recruit our people purely on personal merit; ensure starting salaries are set fairly and consistently; reward staff fairly within an incremental pay system that provides equitable progression for women and men; and have policies in place that support gender equality (eg, flexible working and generous maternity, paternity leave and shared parental leave policies). 

The gender pay gap reporting legislation provides a valuable opportunity to assess the impact of these initiatives and see what further action we can take. 

Our median gender pay gap (10.2 per cent) compares favorably with the Office for National Statistics reported national median gap of 18.4 per cent, but there is still work to do to close the gap. Our mean gender pay gap (17.3 per cent) reflects the gender imbalance in the senior management team at the snapshot date (six male members and one female), and this is also reflected in the bonus pay gap.

One challenge is that our small size does mean that small changes, such as one or two individuals joining or leaving the organisation, can have a relatively large impact on our pay gap.