Our gender pay gap - 2023

From 6 April 2017, any employer in the UK with more than 250 employees is required by law to publish their gender pay gap annually, covering both pay and bonuses. The Epilepsy Society is committed to equality and inclusion, and we welcome the Government's requirements.

We are pleased that, in the last reporting year to April 2023, our median pay gap remained at 0.0% which shows that there is no difference in the median average hourly rate of pay between women and men at the Society.

However, due to the different roles undertaken by women and men in a workforce that includes a high percentage of support workers, our mean gender pay gap shows a slight difference at 5.8%. This reflects the salaries that different roles receive.

Women at the Epilepsy Society are well represented in our middle and senior management teams.

Our current gender make-up

Male 32%. Female 68%.

Our current gender pay gap
 

Bonus data

Bonuses were paid equally across the genders, primarily based on length of service, with 14.3% of females and 8.1% of males receiving a bonus. The composition of those one-off bonus payments, again because of length of service, however did generate a gender pay gap in favour of males, of 3.7% for the mean, and 0.0% for the median.

The proportion of males/females in each quartile pay band is as follows:

Based on our quartile data above, where 68 % of our workforce is currently female with 32% male, we might expect to see a similar distribution of 68% female across each pay quartile and 32% of male in each quartile. The gender pay data broadly reflects this distribution.

The Epilepsy Society will always pay the right rate for each role, regardless of the gender of the occupant.  

With women well-represented across the organisation, particularly at senior levels, we have many female role models to inspire, encourage and mentor more junior employees.

We aim for diversity in the pool of candidates applying for roles with the charity.  We shall continue with our commitment to ensuring that we recruit, select and remunerate all roles according to skills, knowledge, ability and experience as opposed to gender or other protected characteristics.

We will ensure we consistently check our remuneration arrangements in order to ensure that they remain fair.

I confirm that the data reported is accurate to the best of my knowledge.

Clare Pelham,
Chief Executive 
Epilepsy Society