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The Gender Pay Gap at Sue Ryder

At Sue Ryder we want to provide more care for more people and this is underpinned by our workforce..

To transform end of life and neurological care, we want employees to be supported with development, training and e-learning, and we want to attract, develop and reward a diverse workforce.

Here, we are publishing our gender pay gap data, which we will update on an annual basis. We feel that gender pay gap reporting is already helping and will continue to help tackle inequalities in the workplace.

What is the gender pay gap?

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require Sue Ryder to publish data about our Gender Pay Gap.

In simple terms, it is the difference in average pay between all men and women in the workforce. It is not a difference in the pay given to men and women doing the same job. It’s a broad measure of the make-up of an organisation’s pay versus employee gender.

It is influenced mainly by:

  • The volume of male or female employees earning lower salaries due to the nature of the work they do.
  • The composition of men and women in the workforce by seniority.

The gender pay gap at Sue Ryder - 2022 figures

Our mean gender pay gap is 1.5%

This shows us that, on average, the hourly rate men are paid is slightly higher than the rate women receive.

Our median gender pay gap is –2.6%

This shows that the median pay point is lower for men. This is the difference if we line up all salaries and take the middle-paid man and woman.

A small number of our staff received payments to address localised market pay issues in the 2022 reporting period, therefore:

  • Our mean bonus pay gap is -18.8%.
  • Our median bonus pay gap is -25.3%

How do we compare?

Mean pay gap

  • Sue Ryder: 1.5%
  • National: 13.9%

Median pay gap

  • Sue Ryder: –2.6%
  • National: 14.9%

Source: ONS Annual Survey of Hours and Earnings (ASHE) PROVISIONAL 2022

Our pay quartiles

Sue Ryder employs mainly women (82.7% women, 17.3% men)

Band A
All employees whose standard hourly rate places them at or below the lower quartile.

  • Male: 17.4%
  • Female: 82.6%

Band B
All employees whose standard hourly rate places them above the lower quartile but at or below the median.

  • Male: 15.5%
  • Female: 84.5%

Band C
All employees whose standard hourly rate places them above the median but at or below the upper quartile.

  • Male: 15.9%
  • Female: 84.1%

Band D
All employees whose standard hourly rate places them above the upper quartile.

  • Male: 20.5%
  • Female: 79.5%

Sue Ryder has policies and procedures in place in our recruitment, development, pay and progression of employees which avoid gender discrimination or any other type of discrimination. We are committed to addressing inequality when it is identified. We employ a full time Diversity and Inclusion Manager.

Our recruitment process is now fully anonymous so unconscious bias at the application selection stage is impossible, and we have recently introduced a charity-wide job grading structure which ensures pay can be managed for jobs of equal size across all parts of the organisation.

This information is deemed correct by

Heidi Travis
Sue Ryder CEO

Updated: February 2024

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