Our 2024 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 2024, there were 843 employees at The National Lottery Community Fund. Our median pay gap is 2.2% and our mean pay gap is 6.4%.
Our median pay gap has increased slightly from 1.9%, while the mean pay gap has also increased from 4.7% in 2023. The increase in pay gap reflects the fact that a higher proportion of women joined us at more junior levels during the year compared to men
In terms of overall benchmarking, we are below the 2024 UK wide median gender pay gap of 13.1% for all employees and 7.0% for full time employees. 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 2023, 723 employees received a bonus - 503 women and 220 men. This represents 93% of all women and 94% 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 24.4%. 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 salary | Female | Male |
|---|---|---|
| Top quarter (highest paid) | 64% | 36% |
| Upper middle quarter | 72% | 28% |
| Lower middle quarter | 71% | 29% |
| Lower quarter (lowest paid) | 75% | 25% |
Our organisational commitment to pay equity for everyone is enshrined in our Equity, Diversity and Inclusion (EDI) Statement of Intent which we will publish later this year. We continue to be laser-focused on pay disparities, and are actively listening to and acting on staff experiences and feedback.
Our commitments include:
- Working closely with our employee-led Women’s Network, to improve our people policies and guidance – including a revised Maternity Policy and menopause support – and raise awareness of the issues women face at work
- Continually reviewing our recruitment needs and approach, so that The National Lottery Community Fund is more reflective of the communities we serve
- Addressing the barriers to career progression for women, particularly those experiencing marginalisation because of other spectrums of difference, such as race, disability, sexual orientation, gender identity and socio-economic background
- Investigating and addressing the ratio of women to men at every role level
- Promoting our flexible working, wellbeing and leave policies with colleagues, 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.