Our 2020 Gender Pay Gap report
All organisations with 250 or more employees are required to publish data on their gender pay gap (the difference in hourly pay between male and female employees) each year.
The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Please note that the gender pay gap is different from equal pay, which refers to paying men and women equally for the same or equivalent work and is a legal requirement.
As of 31 March 2020, there were 828 full time equivalent employees at The National Lottery Community Fund. Our median pay gap is 2.8% and our mean pay gap is 5.3%.
The median pay gap has decreased from 3.2% in 2019 and our mean pay gap has also decreased from 5.5%. We are well below the UK wide gender pay gap of 15.5% in 2020.
Bonus gender pay gap
In 2019, 681 employees received a bonus - 457 women and 224 men. This represents 82% of all females and 82% of all males in the Fund. The mean gender bonus gap – the difference between the average bonus pay of relevant female employees (taken as a single group) and the average bonus pay of relevant male employees (also taken as a single group) - is 8.0%, a decrease from 2019. The median gender bonus gap is 0%.
The following table demonstrates the gender distribution across The National Lottery Community Fund. The first quartile contains employees on the highest rates of pay and the fourth quartile contains employees on the lowest rates of pay.
|Quartile by salary||Female||Male|
|Top quarter (highest paid)||61%|
|Upper middle quarter||68%||32%|
|Lower middle quarter||69%||31%|
|Lower quarter (lowest paid)||70%||30%|
We are deeply committed to our Fund-wide equity, diversity and inclusion (EDI) work. This includes using rich data such as this and importantly colleagues’ feedback and experiences, to collectively address any imbalances as an organisation. To help meet our commitments and support colleagues as we all strive towards this goal, we have recently recruited two new roles: a Diversity, Inclusion and Wellbeing Manger to develop our approach to EDI internally, and a new Head of Funding Equity and Inclusion to develop a consistent approach to EDI across all funding portfolios