Gender pay gap
Get information about the Alzheimer's Society gender pay gap for reporting year 2022/23.
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 median 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 Alzheimer's Society's gender pay gap?
The median gender pay gap at Alzheimer’s Society on the snapshot date of 5 April 2022 is 18.7% in favour of men. The mean (average) gender pay gap is 15.92%.
Our median gender pay gap is higher than the UK median, which is 14.9%, however it has decreased since we reported last year. We will continue to monitor our gender pay gap closely. We are dedicated to narrowing the gap and have an extensive equality, diversity and inclusion programme underway, including:
- Reviewing and improving our recruitment processes
- Promoting flexible working opportunities
- Offering targeted development programmes
- Maximising transparency over reward, pay and progression.
- Making greater use of data and benchmarks to drive best practice and shape our work.
Why do we have a gender pay gap?
81% of our workforce is female. The gender pay gap at Alzheimer’s Society mainly results from the over-representation of women in lower salaried frontline roles 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.
Our data for reporting year 2021/22
Percentage of men and women in each hourly pay quarter
|Upper hourly pay quarter||30% of men||70% of women|
|Upper middle hourly pay quarter||22% of men||78% 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||15.92%|
|Median gender pay gap using hourly pay||18.70%|
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|
|Number of employees used to establish headcount for gender pay gap reporting||1611|
You can also read previous years:
Closing the gap: what we have done so far
- Delivered two Women in Leadership development programmes and tested a Women in Management programme
- Appointed a senior leader to take forward our EDI strategy.
- Focussed on menopause support, receiving official accreditation as a Menopause Friendly Employer.
- Introduced a new recruitment platform, providing us with improved data and analysis to support and test our inclusive recruitment approach.
- Undertaken comprehensive pay benchmarking to understand how our pay compares with similar roles in the charity sector.
- To encourage more men into our workforce we’ve reviewed our family leave policies, introducing an attractive new paid leave entitlement for fathers.
What we are planning
- Holding more Women in Leadership and Women in Management development programmes.
- Undertaking further work on our recruitment and induction approach to ensure our selection processes are free of conscious and unconscious bias, with an additional focus on attracting more males into our lower quartile roles.
- We’re reviewing our reward and benefits offer and introducing a new annual leave policy.
- We’re continuing to engage with similar charities to our own, to understand which strategies are the most effective for addressing the pay gap.
Equality, Diversity and Inclusion at Alzheimer's Society
Learn about Alzheimer's Society's progress on Equality, Diversity and Inclusion (EDI).
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