Dementia Support Line
Gender pay gap
Get information about Alzheimer's Society gender pay gap for reporting year 2025/26
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?
In summary, the headline gender pay gap at the Society for 2024 is 28.2% in favour of men, down from 30.04% last year.
We continue to take actions each year that support the career development and pay progression of women in the workforce. In the last 12 months we have:
- Run additional cohorts of our Women in Leadership development programme;
- Introduced a bespoke management apprenticeship programme (Ascend) for new managers to develop leadership skills and capabilities – 85.7% of the pilot cohort are women;
- In recruitment, introduced anonymised screening, application questions, skills-based assessment and new manager learning to ensure a more inclusive recruitment process;
- Promoted our mentoring schemes to support learning and growth for those who wish to develop their careers at the Society.
Why do we have a gender pay gap?
83% of our workforce is female. The gender pay gap at Alzheimer’s Society is reflective of 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 2025/26
Percentage of men and women in each hourly pay quarter
Upper hourly pay quarter | 28.3% men | 71.7% women |
|---|---|---|
Upper middle hourly pay quarter | 19.2% men | 80.8% women |
Lower middle hourly pay quarter | 12.3% men | 87.7% women |
Lower hourly pay quarter | 9.1% men | 90.9% women |
Mean and median gender pay gap using hourly pay
Mean gender pay gap using hourly pay | 15% |
|---|---|
Median gender pay gap using hourly pay | 28.2% |
Percentage of men and women who received bonus pay
Percentage of men and women who received bonus pay | 61% of men | 62% of women |
|---|
Mean and median gender pay gap using bonus pay*
Mean gender pay gap using bonus pay | -9.3% |
|---|---|
Median gender pay gap using bonus pay | 0% |
Employee headcount
Number of employees used to establish headcount for gender pay gap reporting | 1,854 |
|---|
* "Bonus pay" at Alzheimer's Society predominantly takes the form of low value employee recognition awards, redeemable as non-cash vouchers.
Gender pay gap written statements
Read our Gender Pay Gap 2025-2026 Written Statement
You can also view our summary data for previous years:
Equality, Diversity and Inclusion at Alzheimer's Society
Learn about Alzheimer's Society's progress on Equality, Diversity and Inclusion (EDI).
