Gender pay gap

Get information about the Alzheimer's Society gender pay gap for reporting year 2021/22.

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 our gender pay gap?

The median gender pay gap at Alzheimer’s Society on the snapshot date of 5 April 2021 is 22.2% in favour of men. The mean (average) gender pay gap is 14.9%.

Our mean gender pay gap is in line with the UK average of 14.9%. Our median gender pay gap is higher than the UK median, which is 15.4%.

Our gender pay gap has widened since our last reporting figures. As we reported at the time, however, we felt that those results looked more positive because of the impact of furlough during the COVID-19 pandemic.

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.

Why do we have a gender pay gap?

80% 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.

These types of roles are the ones we have the most of at the Society and, in our 2021 data, they make up a higher proportion of the total workforce than was the case before the COVID-19 pandemic, which means our pay gap has widened.

Our data for reporting year 2021/22

Percentage of men and women in each hourly pay quarter

Upper hourly pay quarter 30.4% of men 69.6% of women
Upper middle hourly pay quarter 20.9% of men 79.1% of women
Lower middle hourly pay quarter 15.2% of men 84.8% of women
Lower hourly pay quarter 15.2% of men 84.8% of women

Mean and median gender pay gap using hourly pay

Mean gender pay gap using hourly pay 14.9%
Median gender pay gap using hourly pay 21.2%

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

Employee headcount

Number of employees used to establish headcount for gender pay gap reporting 1617

Read our Gender Pay Gap 2021-22 Written Statement 

You can also read our Gender Pay Gap data for reporting year 2020-2021

What we have done so far

  • We’ve delivered a pilot Women in Leadership development programme.
  • We’ve agreed our Equality, Diversity and Inclusion strategic plan and are appointing a senior leader, reporting to the CEO, to take this work forwards.
  • Our Carers’ Policy, offering paid leave for those with caring responsibilities, is in place and has been promoted and taken up.
  • We’ve focussed on the menopause as part of our wellbeing agenda.
  • We’ve built our capacity and knowledge on delivering talent acquisition, bringing more focus and resources on inclusive recruitment.

What we are planning

  • We’re holding two further Women in Leadership development programmes.
  • We’re reviewing our approach to recruitment and induction to attract a diverse range of candidates and ensure we embed our commitment to equality, diversity and inclusion.
  • We’re promoting the flexible working environment available to our employees, particularly in more senior positions.
  • We’re enhancing our use of data to support decision making.
  • We’re reviewing employment policies so that there’s clarity on our support for flexible, family-friendly employment policies and practices.
  • We’re reviewing our current reward and benefits offer for employees, benchmarking against similar organisations.
  • We’re seeking to learn from other similar organisations who have a lower gender pay gap to better understand what factors influence our own pay gap.
     
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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