The gender pay gap is defined as the relative difference in the average earnings of women and men.
This is expressed as a percentage of men’s earnings. All organisations who have 250 or more employees are required by law to disclose the percentage difference of pay between men and women.
At the time of reporting, Catch22 had a total of 773 employees. 527 identify as women and 246 identify as men. We employ more women (69%) than men (31%), although we have more men in senior leadership positions. In Catch22 the number of women in the workforce has increased by 1% over the past year.
We hold ourselves accountable because this matters to us. At Catch22 our aim is to eradicate the median pay gender pay gap within the next five years.
We are committed to ensuring that every one of our colleagues has an equal opportunity within the workplace regardless of their gender. We are committed to fairness in salary setting and recruitment. We do this by:
- paying staff a fair salary for the job they undertake
- using charity benchmark salary data to monitor and set our pay rates
- using a pay and grading system that provides a structure to manage and set pay
Catch22 gender pay
Gender pay is different to equal pay. At Catch22, women and men receive equal pay for equal work. This is an absolute minimum standard for a forward thinking social business such as ours and we continually review our hiring and compensation practices to ensure this remains the case.
Our median pay gap is 8.01%
According to the latest figures from the Office of National Statistics (ONS) the median pay gap is 17.9% for all organisations across the UK. The median figure for Catch22 is 8.01%, which is significantly lower than the UK average.
The ONS recommends using the median rather than mean because the distribution of earnings is skewed, with more people earning lower salaries than higher salaries.
Our focus since the last gender reporting period, has been on ensuring our staff salaries are consistent, however more focus is required on reviewing salary levels of new entrants into Catch22 as well as existing staff. We know that more scrutiny is required on equality, diversity and inclusion and how we recruit and reward our people.
More men in senior positions
Since 2017 we have made progress with increasing the number of women our top two pay quartiles, to make these more reflective of our overall demographic (we have seen an increase from 64% to 66%). The majority of our female workforce still apply for our lower grade roles due to the perceived flexibility these roles provide. This tells us that we need to ensure flexibility at all levels, in all roles.
Moving forward, more focus will be given to the following initiatives:
- Review and analyse the data to identify specific jobs with wide median pay gap differentials.
- Review the career opportunities that we currently provide.
- Develop strategies to encourage a higher proportion of male staff in front line services and to recruit a higher proportion of women in professions usually occupied by males.
- Review our job offer process to ensure it is fair and equitable in the offering to both men and women.
- Review the way we recruit to ensure hiring managers are skilled in non-gender bias.
- Review the gender pay gap data, on a quarterly basis to analyse and monitor trends.