Gender and ethnicity pay gap reports for 2024
Gender pay gap report
This is the Turn2us Gender Pay Gap report for the snapshot date of 5th April 2024. The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Organisations with more than 250 staff are required by law to complete a gender pay gap report which is submitted to a government website for public viewing. While Turn2us, with 93 staff (in April 2024), is not legally required to complete this report, it annually reviews both gender and ethnicity pay data as best practice using the legal parameters of legislation.
Top level summary is shown below.
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|---|
| Mean gender pay gap | 14.78% | 8.3% | 13.6% | 17.75% | 10.40% | 6.58% |
| Median gender pay gap | 4.0% | 3.46% | 6.16% | 6.42% | 5.01% | -0.99% |
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|---|
| Male | £25.83 | £25.20 | £25.38 | £27.38 | £29.19 | £26.56 |
| Female | £22.02 | £23.11 | £21.93 | £22.52 | £26.15 | £24.81 |
| Difference between rates | £3.81 | £2.09 | £3.45 | £4.86 | £3.04 | £1.75 |
| Quartile | Males | Females | ||
|---|---|---|---|---|
| % | No | % | No | |
| Bottom quartile | 26.1 | 6 | 73.9 | 17 |
| Lower quartile | 26.1 | 6 | 73.9 | 17 |
| Upper quartile | 20.8 | 5 | 79.2 | 19 |
| Top quartile | 30.4 | 7 | 68.4 | 16 |
| Quartile | Males | Females | ||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | |||||||||||||
| % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | |
| A - bottom quartile | 21.4 | 3 | 38 | 5 | 23.5 | 4 | 12.5 | 2 | 25 | 5 | 26.1 | 6 | 78.6 | 11 | 61.5 | 8 | 76.5 | 13 | 87.5 | 14 | 75 | 15 | 73.9 | 17 |
| B - lower quartile | 35.7 | 5 | 31 | 4 | 29.4 | 5 | 23.5 | 4 | 25 | 5 | 26.1 | 6 | 64.3 | 9 | 69.2 | 9 | 70.6 | 12 | 76.5 | 13 | 75 | 15 | 73.9 | 17 |
| C - upper quartile | 35.7 | 5 | 62 | 8 | 50 | 9 | 29.4 | 5 | 25 | 5 | 20.8 | 5 | 64.3 | 9 | 38.4 | 5 | 50 | 9 | 70.6 | 12 | 75 | 15 | 79.2 | 19 |
| D - top quartile | 30.8 | 4 | 42 | 5 | 35.3 | 6 | 31.3 | 5 | 31.6 | 6 | 30.4 | 7 | 69.2 | 9 | 58.3 | 7 | 64.7 | 11 | 68.8 | 11 | 68.4 | 13 | 68.4 | 16 |
| 17 | 22 | 24 | 16 | 21 | 24 | 38 | 29 | 45 | 50 | 58 | 69 |
| Date | Total No staff | Males | Females | ||
|---|---|---|---|---|---|
| 2019 | 55 | 17 | 30.9% | 38 | 69.1% |
| 2020 | 51 | 22 | 43.1% | 29 | 56.9% |
| 2021 | 69 | 24 | 34.8% | 45 | 65.2% |
| 2022 | 66 | 16 | 24.2% | 50 | 75.8% |
| 2023 | 79 | 21 | 26.6% | 58 | 73.4% |
| 2024 | 93 | 24 | 25.8% | 69 | 74.2% |
| Job level | Male | Female |
|---|---|---|
| Apprentice | 1 | |
| Assistant | 8 | |
| Officer/Senior Officer | 3 | 5 |
| Technical roles | ||
| Manager | 10 | |
| Head | 1 | 2 |
| Director | ||
| Total | 5 | 25 |
Comments about the data
- The data shows a significant improvement in the narrowing of the gap between male and female pay with the 6.58% mean pay gap being the narrowest gap since Turn2us started tracking it in 2019.
- If the CEO salary is removed, as it distorts the data, the mean hourly rate for males would be £24.63 (rather than £26.56), so almost parity with female mean hourly rate of £24.81.
- The median pay gap shows the female rate marginally higher than the male rate for the first time.
- The % of males in the bottom quartile is gradually increasing year on year which should help the gender pay gap reduce over time.
- The distribution of staff across all four quartiles continues to be unevenly distributed since parity of 50/50 should be the aspiration. However, with three quarters of staff being female, the reality is that small changes in the male distribution between the quartiles leads to large % changes.
- The numbers of staff being hired at the junior level roles were all female except for one male apprentice.
- While the % of males in the top quartile has been gradually reducing in the last three years, the salaries of some male staff in the top quartile continue to be the main driver of the pay gap.
How does Turn2us’s gender pay gap compare with that of other organisations?
The mean gender pay gap for the UK (according to the Office for National Statistics) in 2023 for all staff (full time and part time) was 14.3% so the Turn2us mean gender pay gap at 6.58% is significantly below this.
What is Turn2us doing to reduce the gender pay gap further?
Under the law, men and women must receive equal pay for:
- The same or broadly similar work;
- Work related as equivalent under a job evaluation scheme; or
- Work of equal value.
Turn2us is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment, or disability.
This is reflected in the charity’s remuneration policy, which was enacted in December 2020. This policy has transparent salary bandings, objective job level criteria, and clear mechanisms for salary increases to help ensure more consistency in pay across the organisation.
The charity uses software that enables blind longlisting for the recruitment of all roles.
The charity continues to provide support for flexible work arrangements for all employees at all levels in the organisation to support staff with responsibilities outside of work, including caring responsibilities. In the last year, we have granted four flexible working requests (all female).
In April 2023, the charity appointed its first Head of Equality, Diversity, Inclusion and Belonging.
This added capacity and expertise should allow us to push forward initiatives that will help us close the pay gap. We are in the process of developing a comprehensive EDIB strategy that we plan to launch during the 2024-25 financial year.
The charity is committed to reporting on an annual basis on its gender pay gap and steps it is taking to ensure equity in remuneration across the organisation.
Conclusions
Whilst the 2023-24 mean gender pay gap has improved considerably on the previous year from 10.4% to 6.58%, there is still work to do to reduce the gap further. An analysis of individual salary bands, considering pay levels and length of service, indicates that there is not a material pay disparity by gender for people doing the same work at Turn2us. The gap is almost entirely driven by the fact that the highest paying role in the charity is filled by a male.
Ethnicity pay gap report for 2024
This is the Turn2us ethnicity pay gap report for the snapshot date of the 5th of April 2024. Currently there is no legal requirement to complete this report, but Turn2us reviews ethnicity pay data as best practice using the legal parameters of legislation. The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Top level summary is shown below.
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| Mean ethnicity pay gap | 1.49% | 6.21% | 8.26% | 7.40% | 13.56% |
| Median ethnicity pay gap | 0.50% | 3.99% | 6.18% | 1.13% | 8.06% |
| 2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| White staff | £24.11 | £23.96 | £24.27 | £27.91 | £26.50 |
| Ethnic minority groups | £23.75 | £22.48 | £22.27 | £25.85 | £22.91 |
| Difference between rates | £0.36 | £1.48 | £2.00 | £2.06 | £3.59 |
| Quartile | Whites | Ethnic minority groups | ||
|---|---|---|---|---|
| % | No | % | No | |
| Bottom quartile | 56.52 | 13 | 43.48 | 10 |
| Lower quartile | 60.87 | 14 | 39.13 | 9 |
| Upper quartile | 66.67 | 16 | 33.33 | 8 |
| Top quartile | 78.26 | 18 | 21.74 | 5 |
| Quartile | White staff | Ethnic minority staff | ||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 2020 | 2021 | 2022 | 2023 | 2024 | 2020 | 2021 | 2022 | 2023 | 2024 | |||||||||||
| % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | % | No | |
| A - bottom quartile | 76.9 | 10 | 70.6 | 12 | 52.9 | 9 | 60 | 12 | 56.5 | 13 | 23.1 | 3 | 29.4 | 5 | 47.1 | 8 | 40 | 8 | 43.5 | 10 |
| B - lower quartile | 61.5 | 8 | 64.7 | 11 | 81.3 | 13 | 65 | 13 | 60.9 | 14 | 38.5 | 5 | 35.3 | 6 | 18.8 | 3 | 35 | 7 | 39.1 | 9 |
| C - upper quartile | 76.9 | 10 | 61.1 | 11 | 68.8 | 11 | 55 | 11 | 66.7 | 16 | 23.1 | 3 | 38.9 | 7 | 31.3 | 5 | 45 | 9 | 33.3 | 8 |
| D - top quartile | 75 | 9 | 82.4 | 14 | 82.5 | 14 | 84.2 | 16 | 78.3 | 18 | 25 | 3 | 17.7 | 3 | 17.7 | 3 | 15.8 | 3 | 21.7 | 5 |
| 37 | 48 | 47 | 52 | 61 | 14 | 21 | 19 | 27 | 32 |
| Date | Total No staff | White staff | Ethnic minority staff | ||
|---|---|---|---|---|---|
| No | % of total | No | % of total | ||
| 2020 | 51 | 37 | 72.5% | 14 | 27.5% |
| 2021 | 69 | 48 | 69.6% | 21 | 30.4% |
| 2022 | 66 | 47 | 71.2% | 19 | 28.8% |
| 2023 | 79 | 52 | 65.8% | 27 | 34.2% |
| 2024 | 93 | 61 | 65.6% | 32 | 34.4% |
| Job level | White staff | Ethnic minority staff |
|---|---|---|
| Apprentice | 1 | |
| Assistant | 1 | 7 |
| Officer/Senior Officer | 7 | 1 |
| Technical roles | ||
| Manager | 9 | 1 |
| Head | 2 | 1 |
| Director | ||
| Total | 19 | 11 |
Comments about the data
The data shows a large increase in the mean pay gap between ethnic minority and white staff after an encouraging small decrease in 2023.
The proportion of white staff and ethnic minority staff remains constant at 65%/35% for the last two years (table 5). However, despite 30 new staff hired between April 23-24, in the two most junior levels of Apprentice and Assistant, eight out of nine staff were from ethnic minority groups.
Also, at manager level, during this period, nine out of 10 staff who were hired were white. With the majority of the new white staff being hired for most of the more senior roles this will have increased the mean ethnicity gap.
Looking at Table 4, the top quartile continues to remain very uneven with 78% white staff compared to only 21% ethnic minority staff and this is showing little change over recent years.
What is Turn2us doing to reduce the ethnicity pay gap further?
Under the law, men and women must receive equal pay for:
- The same or broadly similar work;
- Work related as equivalent under a job evaluation scheme; or
- Work of equal value.
Turn2us is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment, or disability.
This is reflected in the charity’s remuneration policy, which was enacted in December 2020.
This policy has transparent salary bandings, objective job level criteria, and clear mechanisms for salary increases to help ensure more consistency in pay across the organisation.
The charity uses software that enables blind longlisting for the recruitment of all roles.
In April 2023, the charity appointed its first Head of Equality, Diversity, Inclusion and Belonging. This added capacity and expertise should allow us to push forward initiatives that will help us close the pay gap. An EDIB strategy is in development.
Turn2us is committed to reporting on an annual basis on its ethnicity pay gap and the progress that it is making on reducing it.
Conclusions
The 2023-24 mean gap has increased after a slight improvement the year before. While there is no evidence to suggest staff from ethnic minority groups are being paid less for doing the same work as white members of staff, there are fewer staff from ethnic minority groups working in positions in the higher pay quartiles. The hiring data in the last financial year shows that there has been no improvement in this trend, and it is the main driver of the ethnicity pay gap at the charity.