Catch22 is a not-for-profit business with a social mission. We exist to deliver public services that change people’s lives. We are made up of over 1000 people from all over the country, brought together by common values. We reflect the communities we work in. We believe that diversity makes us stronger.
We’re a diverse bunch, and all the better for it. But there’s one thing that runs through us all, a belief that people can thrive if they have; a good place to live, good people around them and a clear purpose in life.
We design and deliver services that build resilience and aspiration in people of all ages and within communities across the UK. We operate in 5 main hubs: Justice, Education, Vocational Training & Employability, Young People and Families and NCS, building these skills in the people we support.
In line with government regulations, Catch22 publishes its gender pay report annually. As well as setting out the data, the report also provides an opportunity for us to confirm our commitment to improving the gender balance of our workforce and explaining the actions we are taking to achieve this. We value our people and want them all to be confident that they have a great place to work, where they are able to fulfil their potential.
What is the gender pay gap and why is it important?: The gender pay gap is defined as the relative difference in the average earnings of women and men. This is reported by looking at the mean and the median pay gap between males and females.
What is the mean pay gap?: The mean is calculated by adding the salaries of all the relevant employees and dividing the figure by the number of employees.
What is the median pay gap?: The median figure falls in the middle of a range when the salaries of all relevant employees are lined up from smallest to largest.
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. We hold ourselves accountable because this matters to us.
At Catch22 our aim is to eradicate the median 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.
Our data and metrics
For our 2021 gender pay report we had a total of 686 employees included in the report. 497 employees identify as female, and 193 identify as male.
- In Catch22, our mean gender pay gap is 13.35%.
- In Catch22, our median gender pay gap is 11.09%.
This is mainly because more females apply for our lower grade roles due to the perceived flexibility these roles provide. We are actively working to ensure there are opportunities for females to progress in the organisation and maintain flexibility if they require it.
We are proud to have a diverse workforce and will look to ensure that in each quartile our workforce demographic is representative of the people we support. We believe by achieving this we will reduce our gender pay gap and demonstrate our commitment to building an inclusive and diverse community.
We are also pleased that our gender pay gap remains below national average but we are committed to ensuring that our gender pay gap reduces and is completely eradicated within 5 years:
Since 2017 we have made progress with increasing the number of women in our top two pay quartiles, to make these more reflective of our overall demographic. In the last year, the number of females in our upper quartile increased from 59% to 62%. The majority of our female workforce still apply for our lower grade roles due to the perceived flexibility these roles provide.
No. of employees
|Lower Middle Quartile||189||142||47||75.13%||24.87%|
|Upper Middle Quartile||181||124||57||68.51%||31.49%|
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 of our pay and grading structure, specifically looking at progression.
- We will continue to make a conscious effort to improve our gender balance by broadening our attraction strategy and ensuring we have diverse candidate short lists for all leadership roles.
- Review our job offer process to ensure it is fair and equitable in 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 biannual basis to analyse and monitor trends.
- Continue to promote flexible working practices across all roles within the organisation.