Victim Support has been publishing its gender pay gap since 2017 in line with regulatory requirements. Ethnicity and disability pay gap reporting is not yet a legal requirement but as part of Victim Support’s commitment to equality, diversity and inclusion (EDI) and in line with our EDI strategy we decided to publish our ethnicity and disability pay gap data for 2020/21 and will continue to do so each year to show our progress.
At Victim Support we are committed to ensuring that our teams are representative of the communities in which we work. For us this means ensuring that we are representative of all protected characteristics and that all staff and volunteers feel able and confident to bring their whole selves to work and are able to develop and succeed.
Impact of Covid-19
The last year has presented some exceptional challenges given Covid-19, the resultant lockdowns and subsequent impact on employment for many people across various sectors and industries.
At Victim Support we were able to facilitate the continued working of all staff during the effects of Covid-19, offering our own furlough scheme to staff who could not work due to childcare, we implemented no redundancies and in fact continued to recruit throughout. However, we remain mindful of the wider long-term impacts of Covid-19 that disproportionately affect those from marginalised groups (including women, people from racialised communities and disabled people) and are committed to continuing to keep pay equality front and centre.
What is an ethnicity and disability pay gap?
An ethnicity pay gap refers to the difference between what is paid to Black, Asian and Minority Ethnic (BAME) employees and White employees when analysed collectively.
A disability pay gap refers to the difference between what is paid to disabled employees and non-disabled employees when analysed collectively.
How is the data collected?
Victim Support collects anonymous EDI monitoring data for all staff and volunteers so that we can monitor how representative we are of the communities we serve. Completing this data is not mandatory and as of April 2021 78% of staff had submitted their ethnicity and disability data. Therefore, the below figures are not completely representative of all staff within VS but give an indication of where pay gaps exist. We continue to encourage all staff to complete their EDI data to ensure that our future pay gap analysis is even more reflective of our staff population.
Victim Support staff demographics
As of April 2021:
- 13% of Victim Support staff identify as BAME, 65% identify as White, 1% preferred not to respond and 21% of staff have not declared their ethnicity.
- 11% of Victim Support staff identify as being disabled, 65% identify as not being disabled, 3% preferred not to respond and 21% have not declared if they are disabled or not.
Victim Support ethnicity pay gap data
Within our ethnicity pay gap analysis Victim Support uses the term BAME to describe all ethnic groups other than White ethnic groups. However, we know that the experiences of those from different ethnic groups is not the same and that scrutiny of the experiences of specific ethnic groups is needed in order to identify the individual barriers faced by specific groups. Where data sets have allowed we have carried out this analysis, e.g. separate analysis for Black, Asian and mixed ethnicity staff compared with White staff.
For the financial year 2021/22 BAME staff’s mean pay is 0.6% higher than White staff’s and BAME median pay is 3.6% higher than White staff’s pay.
The distribution of BAME and White employees across quartile bands is: