Gender equality is a significant part of The Donkey Sanctuary's commitment to staff diversity, and gender pay gap reporting is an important element of transparency in helping us to achieve this.
Under legislation that came into force in April 2017, UK employers with more than 250 employees are required by law to publish an annual gender pay gap report.
The pay gap
Our analysis shows that the difference between men and women’s earnings at the charity is 21% (mean) or 9% (median) based on hourly rates of pay at the snapshot date of 5 April 2017. The charity’s 9% median is significantly below the UK median of 18.4%.
The Donkey Sanctuary is proud that its female staff members are well represented across all pay grades. We have a policy of paying men and women equally for doing the same or equivalent jobs at the charity and we evaluate all jobs using a clear, robust and validated job evaluation system.
We recently utilised the expertise of a rewards and benefits consultant to implement a revised pay and banding framework. This was based on benchmark pay for roles using voluntary sector salary surveys such as the National Council for Voluntary Organisations.
The Donkey Sanctuary is therefore confident that the gender pay gap does not arise from paying men and women at the charity differently for doing equivalent jobs.
Our research indicates that The Donkey Sanctuary’s gender pay gap is primarily the result of the roles which men and women work in and the salaries that these roles attract.
At the time of reviewing, men were slightly more likely to be in senior specialist roles with high market pay rates than in front-line roles at the lower end of the organisation’s pay scale. This has resulted in both the mean and median gender pay gap.
Since last April we have made some positive steps in addressing the levels of gender equality and how effectively talent is rewarded. A number of senior appointments have been female and the first phase of our Rewards and Benefits review has also sought to erode disparities.
We are working hard to understand any other influences that may have contributed to the gap. Many of the key issues have been identified, but there is still work to do. The charity is conducting further analysis by band and job role and, where any gaps are identified, we will look to address them in the next phase of the Reward and Benefits review which is planned for later this year.
This important issue will be constantly reviewed as we remain committed to ensuring that all our employees are treated fairly.