Gender pay gap information

All organisations with more than 250 employees must publish data on their gender pay gap. This includes the mean gap, the median gap and the proportion of men and women in each quartile band.

Organisations must also publish data on bonuses, however Victim Support does not pay any employee a bonus, so this is not relevant.

The 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 a gender pay gap?

The term gender pay gap refers to the difference between what is paid to men and women when analysed collectively.

Note on gender reporting

Gender pay gap reporting guidelines require us to report on the pay gap between men and women, meaning that reporting is unable to include data on other gender identities. The data used for the calculation comes from Her Majesty’s Revenue and Customs (HMRC) records, which we acknowledge won’t have an accurate record of gender for many trans and non-binary people.

We are committed to continuing to take steps to create inclusive working environments for our trans and non-binary colleagues. For example, staff are able to record their gender identity (including non-binary identities) through our staff equality monitoring data and we have introduced a pronouns section in our email signatures, enabling colleagues to share how they would like to be referred to. We also continue to provide trans and non-binary inclusion webinars and remind colleagues of our trans and non-binary inclusion guidance.

Mean, median and quartile bands

The mean is the average of a set of figures. The median is the middle number of a set of figures when they have been ranked by size.

Quartile bands divide data organised by size into four equal parts, with the first quartile showing 0-25% of the data  the lowest numbers  and so on.

Victim Support data

Victim Support does have a gender pay gap. For the financial year 2021/2022, women’s mean pay is 14.2% lower than men’s, while women’s median pay is 6.1% lower than men’s. As mentioned above, no employee receives a bonus at Victim Support.

The distribution of employees across quartile bands is:

Female Male
Quartile 1 (lowest pay) 89% 11%
Quartile 2 92% 8%
Quartile 3 87% 13%
Quartile 4 (highest pay) 77% 23%

Why does Victim Support have a pay gap?

The Victim Support workforce remains predominantly female, with 956 women (86%) and 155 men (14%). Women have roles which span from the lowest to the highest paid positions.

There is no evidence that our gender pay gap is caused by differences in pay for men and women working in the same role or position.

The gap arises because the ratio of women to men at Victim Support decreases at higher levels of the organisation  meaning there is a higher percentage of men in managerial positions when we compare this to the percentage of men and women in more junior roles. This influences both the mean and median gaps.

What action is Victim Support taking?

Victim Support is committed to eliminating the gender pay gap. It has taken the following actions to achieve that end:

  • Changed application forms to remove the requirement to provide current pay so that pay offered by VS is not distorted/impacted by external historical factors and purely focuses on the VS relative value of a role.
  • Developed a new Pay & Reward Policy which sets clear objective criteria for establishing pay on entry and introduces an objective review for Out of Cycle pay reviews (Pay Review Committee). Developed clear objective criteria for receipt of allowances.
  • Reviewed individual Salary Bands to assess and address equality issues arising in terms of gender (this was extended to ethnicity and disability pay gap analysis in 2020)
  • Developed a suite of specific Job Factors with objective marking criteria directly related to the VS Competency Framework to support job evaluation analysis and we are looking to introduce an additional step of having a panel review Job Evaluation outcomes to ensure any potential bias is eliminated.
  • Developed a performance management framework to facilitate objective assessment of performance in the event performance related pay is pursued in the future.
  • We continue to benchmark VS jobs against comparable Cendex salary data to maintain an external objective perspective
  • During 2020 an Equality, Diversity and Inclusion audit of recruitment practices was carried out (covering all protected characteristics, including gender). As a result of this audit we have revised the EDI statement in job packs, shared our staff demographic data so prospective applicants can see who we are, developed an Inclusive Recruitment Toolkit to support recruiting managers and we will continue to implement further actions to embed equality across our recruitment.

The senior management team continues to consider ways to:

  • Encourage talented women to join and build their careers at VS
  • Develop front line managers in our operations and contract management
  • Build an inclusive culture which we know is important for both women and men in the workplace to thrive
  • Work with the Gender Empowerment Network group to explore further steps that can be taken to address the gender pay gap
  • Promote VS’s family-friendly policies such as flexible working, working from home and family leave (including maternity, adoption, shared parental and parental & paternity leave) which outlines the support provided to parents when returning to work after family leave.