Our 2023 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 2023, there were 827 employees at The National Lottery Community Fund. Our median pay gap is 1.9% and our mean pay gap is 4.7%.

Our mean pay gap has decreased significantly from 6.7%, while the median pay gap has increased slightly from 1.3% in 2022. The decrease in mean pay gap reflects the fact that 70% of the highest paid new starters joining The National Lottery Community Fund in 2022/23 were women.

In terms of overall benchmarking, we are below the UK wide gender pay gap of 7.7% in 2023. This is a positive reflection of how we operate, but there is no room for complacency and we remain committed to driving the gender pay gap down within our organisation.

Bonus gender pay gap

In 2022, 649 employees received a bonus - 445 women and 204 men. This represents 92% of all women and 93% of all men in the Fund. The mean gender bonus gap – the difference between the average bonus pay of relevant women (taken as a single group) and the average bonus pay of relevant men (also taken as a single group) - is minus 8.1%. The median gender bonus gap remains at 0%.

Pay quartiles

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 salaryFemaleMale
Top quarter (highest paid)65%


Upper middle quarter69%31%
Lower middle quarter70%30%
Lower quarter (lowest paid)73%27%

Our organisation-wide equity, diversity and inclusion (EDI) work continues apace. This includes using data such as this and importantly colleagues’ feedback and experiences, to collectively address any imbalances. We are taking action that supports our aspiration to achieve a gender pay gap that is as close to zero as possible.

Our commitments include:

  • continually reviewing and improving our recruitment policies
  • increasing our understanding of the barriers to career progression for women, particularly those marginalised through other spectrums of difference, such as race, disability, sexual orientation, gender identity and socioeconomic background
  • monitoring the representation of women in higher and lower salaried roles compared to men
  • ensuring all employees are aware of our flexible working, wellbeing and leave policies, as well as fair and equal access to training and professional development opportunities
  • understanding the broader societal and economic issues affecting women, such as the cost of living crisis, patterns of working and balancing caring responsibilities.