Reporting on Gender Pay
Royal Voluntary Service has undertaken its third Gender Pay Gap analysis in line with the government’s reporting obligations. Results are published annually on the .gov.uk website and Royal Voluntary Service can publish more detail on our own website.
For this report, we collected our staff data on 5 April 2020. On that date, the charity had 889 employees; 679 females and 210 males.
Basic analysis shows that on average the charity pays its females:
This is the difference between the median hourly rates of pay of male and female relevant employees.
This is the difference between the mean hourly rates of pay of male and female relevant employees.
We know that a more detailed picture sits behind these figures
As with many other charities, Royal Voluntary Service’s staff team is predominantly female. Until 2012 we were called “Women’s Royal Voluntary Service”.
We have three times as many females supporting our charity as males.
More in depth analysis shows that when our whole staff team is divided equally into four groups based on their pay, the number of females outnumbers the number of males in all four groups.
|Quartile Pay Band||Male number||Female number||Total number||Male %||Femail %||Male average||Female average|
|Lower (0-25% of full-pay relevant employees)||41||183||221||18.31%||81.69%||£8.72||£8.72|
|Lower middle (25-50% of full-pay relevant employees)||40||179||225||18.26%||81.74%||£8.72||£8.72|
|Upper middle (50-75% of full-pay relevant employees)||48||177||219||21.33%||78.67%||£9.50||£9.62|
|Upper (75-100% of full-pay relevant employees)||81||140||224||36.65%||63.35%||£19.10||£18.11|
Looking at the proportion of male and female employees in each group, we find a higer share of women than men are employed in the lowest qualities.
Women are much more likely than men to work part-time and part-time employees tend to have lower pay and work in different roles to full-time employees.
Catherine Johnstone CBE
Royal Voluntary Service
I confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.