Gender pay gap

Get information about the Alzheimer's Society gender pay gap for reporting year 2020/21.

Gender pay gap reporting

At Alzheimer’s Society, we are committed to equality, diversity and inclusion. We see this as an essential part of everything we do. We’re working hard to make continuous improvements and monitoring our progress to understand if our efforts are delivering the results we want to see.

One part of this is reporting our gender pay gap. Following equality regulation changes in 2017, all organisations with 250+ employees are required to publish statutory gender pay gap data.

What is a gender pay gap?

The gender pay gap shows the difference in pay between male and female employees in an organisation. It is defined as the difference between men’s and women’s hourly earnings. 

If you lined up all the women who work here and found the median (middle) hourly rate. And lined up all the men who work here and found the median hourly rate. The difference between the two is the gender pay gap.

It’s important to remember the gender pay gap measure is different from equal pay. People who work in the same role at Alzheimer’s Society are paid in the same pay band.

What is our gender pay gap? 

The gender pay gap at Alzheimer’s Society on 5 April 2020 is 11.2% in favour of men.

This is a significant improvement on our 2019 results of 16.2% in favour of men. And compares favourably to the national average of 15.5%.

Honesty and transparency are important to us at Alzheimer’s Society, and we feel that these results may look more positive as a result of the impact of furlough resulting from the Coronavirus. We will continue to monitor our gender pay gap closely. 

We are dedicated to narrowing the gap even further and have an extensive equality, diversity and inclusion programme underway, including:

  • recruitment process improvements
  • increased flexible working
  • mentoring
  • transparency in reward, pay and progression.

We’re proud to be an organisation where 66% of our senior leaders are women and 80% of our workforce is female.

Why do we have a gender pay gap?

The gender pay gap at Alzheimer’s Society results from the over-representation of women in lower salaried roles, such as Day Support Worker and Service Administrator, and the larger representation of men in higher salaried roles. 

This is representative of wider societal employment trends, such as more women working part-time, and a higher proportion of women working in the care sector in lower-paid roles.

These types of roles are the ones we have the most of at the Society. This year, we implemented a pay increase for these grades to make sure we attract a wide range of people into these important positions.

Our data for reporting year 2020/21

Percentage of men and women in each hourly pay quarter 

Upper hourly pay quarter 26% of men 74% of women
Upper middle hourly pay quarter 17% of men 83% of women
Lower middle hourly pay quarter 14% of men 86% of women
Lower hourly pay quarter 14% of men 86% of women

Mean and median gender pay gap using hourly pay

Mean gender pay gap using hourly pay 10.7%
Median gender pay gap using hourly pay 11.2%

Percentage of men and women who received bonus pay

Percentage of men and women who received bonus pay 0% of men 0% of women

Mean and median gender pay gap using bonus pay

Mean gender pay gap using bonus pay Not applicable
Median gender pay gap using bonus pay Not applicable

 

What we have done so far

  • Worked with our people to design an Equality, Diversity and Inclusion strategic plan that will drive changes in all areas of the organisation - from recruitment to learning, culture to process and policies. 
  • We’ve enhanced our e-learning module integrating inclusion and bias prevention tools.
  • We’ve delivered a mandatory EDI learning module and have plans to improve this in 2022.
  • We’ve raised the profile and awareness of EDI across the Society.
  • We’ve put paid carers' leave in place.
  • We’ve delivered a leadership development programme including emotional intelligence and inclusion themes.
  • We have promoted flexible agile working at all levels across the organisation to enable a good work-life balance.

What we are planning

  • We are investing in new roles to support our Equality, Diversity and Inclusion strategic plan, which will be appointed in 2021. 
  • We are making major improvements to our ability to assess, analyse and pull insight from our people data to put continuous data-driven learning and improvements in place.
  • We’re looking at a range of attraction and retention techniques, including career development programmes, coaching, mentoring, apprenticeships, talent and succession planning and diversifying how we advertise our roles. For example, we’ve put a specific ‘women in leadership’ programme, and delivered a targeted recruitment programme resulting in a 10% increase in successful applications from men into frontline roles to address the imbalance at this level. 
Equality, Diversity and Inclusion at Alzheimer's Society

Learn about Alzheimer's Society's progress on Equality, Diversity and Inclusion (EDI).

About EDI
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