Our 2018 Gender Pay Gap report
From 2017 onwards any organisation 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.
As of 31 March 2018, there were 756 full time equivalent employees at The National Lottery Community Fund. Our mean pay gap is 6.1% and our median pay gap is 2.4%. 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.
The National Lottery Community Fund is disappointed that the pay gap has increased when compared to 2017, but also understands the reason why. Our gender distribution below shows that women are in the majority at every level in the Fund. However, during 2018 we undertook a large recruitment drive which resulted in a significant intake of women in the first lower quartile, thus increasing the pay gap for last year.
Our figures continue to compare favourably to last year’s Civil Service pay gap of 9.8% mean and 12.2% median.
We are committed to equal opportunities and equal treatment of all employees. We regularly review how we can improve this for current and future employees.
Bonus gender pay gap
In 2017, 602 employees received a bonus - 396 women and 206 men. This represents 68% of all females and 65% of all males in the Fund. The mean gender bonus gap is 6.7% and the median gender bonus gap is 0%.
Pay quartiles
The following table demonstrates the gender distribution across the Big Lottery Fund. The first quartile contains employees on the lowest rates of pay and the fourth (upper) quartile contains employees on the highest rates of pay.
Quartile by salary |
Female |
Male |
First (lower quartile) |
69% |
32% |
Second quartile |
66% |
34% |
Third quartile |
71% |
29% |
Fourth (upper quartile) |
60% |
40% |
We take the issue of equality seriously, as demonstrated by these figures. We are committed to advancing equalities and report on this data in our annual report (PDF).
We are however not complacent, and to maintain equal opportunities we will ensure all employees are treated equally at all levels. To achieve this we will:
- Take positive action through recruitment advertising, work placements and apprenticeships
- Monitor our internal promotion and progression opportunities
- Support flexible working
- Review our approach to performance payment distribution.