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Too Many to Count is the first study in the United Kingdom to explore the prevalence of brain injury in domestic abuse survivors accessing community-based services.
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Home / Our gender pay gap continues to be lower than national average
We have recently submitted our gender pay gap data for 2023/24, which shows that again, we are well below the national average for our gender pay gap differences.
Our gender pay gap for this reporting year is 2.39%.
The national average is 7.5% (April 2023). This means that our gap between male and female hourly earnings is over 5% lower than the national average, highlighting our commitment to embodying Equality, Diversity and Inclusion and ensuring that our staff are treated and paid fairly for their hard work and commitment.
Our median pay gap (the difference between the midpoints in the ranges of hourly earnings) is -2.09%, which means that on average for every £1 earnt by a man, a woman earns £1.02. The national median gender pay gap is 14.2%, so this is a huge achievement which we hope makes a positive difference to the incredible Brainkind team.
This past year saw a number of key changes to the make up of our organisation and is the first year to exclude Heathermount school (which became part of the Cavendish Education Group in late 2022), and to include our Neurological Complex Care services, which were previously part of Sue Ryder and joined Brainkind in 2023.
There is often a fluctuation year on year, despite us paying the same standard rate to both men and women in the same role. This may include the availability of men and women to undertake additional sleep-in shifts and weekend shifts and various other factors.
Naomi Carey, Executive Director Of People & Organisational Development said:
“We continue to actively work on ensuring we pay fairly and I am really proud that we continue to maintain a much lower gender pay gap difference than the national average, and therefore many other organisations across the country.
“That said, we are committed to continuing to work on equality, diversity and inclusion across the whole organisation to ensure we work on the remaining differential in order to seek to further reduce this.”
You can read the full report here.
