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Home > News > Brainkind’s gender pay gap is well below the national average
Brainkind has submitted its gender pay gap data for 2024/25.
The data demonstrates that our gender pay gap differences again fall well below the national average.
Our gender pay gap for this reporting year is 1.65%.
The national average is 7% (April 2024).
This means that our gap between male and female hourly earnings is more than 5% lower than the national average.
Our commitment to equality
At Brainkind we are committed to supporting people with brain injuries to thrive. Our multi-disciplinary teams work together, and in partnership with the people we support. This philosophy is underpinned by our commitment to build a truly inclusive workplace.
As a charity serving communities across the UK, we recognise the responsibility we have to ensure our organisation reflects the diversity of our service users that we support in communities across the UK.
Across gender, whilst our results show areas of meaningful progress, alongside identifying some challenges. We are committed to address where we have differentials including performance related pay to try and reduce our pay gaps.
Looking ahead to 2026/27 our priority is to continue the progress we have made. We continue to actively work on ensuring we pay fairly and I am really proud that we continue to report/can report our pay gap is less than the national average, and therefore many other organisations across the country.
We are committed to ensuring our staff are paid fairly for the hard work and dedication they bring to their roles every day at Brainkind, and the difference they make for the people we support.
Our median pay gap
Our median pay gap is –0.86%.
This represents the difference between the midpoints in the ranges of hourly earnings. It means that on average, for every £1 earned by a man, a woman earns £1.00.8.
The national median gender pay gap is 12.8%. We are proud that our median pay gap shows such a difference.
Considerations
We pay a fixed hourly rate or salary for most of our roles. This means that where there are multiple roles, males and females working alongside each other will be on the same rate of pay.
However, our gender pay gap typically fluctuates year on year. This is because, despite men and women in equivalent roles being paid the same rates, there are a wide number of variables that can affect the final result. This includes the ability of males and females to work sleep-in shifts and weekends; leavers’ annual leave pay, and other factors, such as gender changes in the composition of our Operational and Executive Leadership Teams.
Changes in the last year
During this year, we reorganised a number of our central support teams, and removed a number of senior roles from structures. As a result, the mean average pay for both males and females shows only a minor fluctuation, even though pay was increased in line with the national living wage. We awarded an increase of at least +3% to colleagues across the organisation.
We also had some vacancies in the higher paid clinical roles within the organisation. This again has reduced the mean average pay across both males and females for this reporting period.
We have just submitted our annual gender pay gap report for the year 2025/26, which shows that again, we are well below the national average for our gender pay gap differences.
