Our 2022 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 2022, there were 827 employees at The National Lottery Community Fund. Our median pay gap is 1.3% and our mean pay gap is 6.7%.

The median pay gap has decreased from 2.0% in 2021, however our mean pay gap has increased slightly from 4.8%. While disappointing, this reflects a recruitment drive in 2022 and we fully expect to get this moving back in the right direction again.

In terms of overall benchmarking, we are well below the UK wide gender pay gap of 14.9% in 2022. 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 2021, 676 employees received a bonus - 461 women and 215 men. This represents 96% of all women and 95% of all men 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 14.1%. 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)61%


Upper middle quarter71%29%
Lower middle quarter67%33%
Lower quarter (lowest paid)74%26%

We remain deeply committed to our Fund-wide equity, diversity and inclusion (EDI) work. This includes using data such as this and importantly colleagues’ feedback and experiences, to collectively address any imbalances as an organisation. 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 honing our recruitment strategy, so that we broaden our talent search, minimise barriers to entry and career progression, and create a culture where women thrive
  • ensuring all colleagues are aware of our flexible working and leave policies, as well as access to training opportunities
  • monitoring the representation of women in higher and lower salaried roles compared to men
  • understanding the broader societal and economic issues affecting women, such as the impact of COVID, the cost-of-living crisis, patterns of working and caring responsibilities.