Cancer Research UK releases 2023 gender and ethnicity pay gap reports – Cancer Research UK

Most cancers Analysis UK is devoted to turning into a extra inclusive and numerous office the place all workers really feel as if they’ll belong and thrive. 

These priorities, amongst different actions to assist speed up progress and alter, have been set out within the charity’s equality, diversity and inclusion strategy which was printed in 2021. 

As a continued dedication to remaining clear about progress and challenges, as we speak Most cancers Analysis UK has published its gender and ethnicity pay gap reports for the reporting interval of April 2022 to April 2023.  

The pay hole will not be the identical as equal pay. Most cancers Analysis UK operates a number of practices throughout your complete worker lifecycle to make sure honest and constant selections on pay, and is assured that pay is about pretty for related roles throughout the charity. 

Gender pay hole 

The gender pay hole is the distinction in common pay between all feminine and male workers working at Most cancers Analysis UK.  

For 2023, the charity’s imply gender pay hole is 16.7%, down from 18.3% in 2022. The median pay hole is 21.2%, down from 27.6% in 2022.  

It’s encouraging that the 2023 outcomes present one other yr of enchancment, although the gender pay hole stays greater than the charity would need it to be.  

The discount within the pay hole since 2022 is basically a results of the motion the charity has taken on pay since 2022, together with implementing a 3.5% annual wage evaluate for eligible workers and a 9.7% improve to the Nationwide Dwelling Wage.   

As in earlier years, the gender pay hole throughout the charity is pushed by the general form and distribution of feminine (76%) and male (24%) workers throughout the charity. This contains these working within the charity’s retailers which make up greater than half of Most cancers Analysis UK’s workforce.  

To raised perceive the pay gaps, this yr the charity has interrogated the information in additional element by splitting out retail and non-retail knowledge. The retail outcomes are encouraging, with a imply gender pay hole of 0.8% and a median of –1.9% in favour of feminine employees. 

Feminine workers make up round 80% of these employed within the charity’s retail roles, which is typical of the sector within the UK. As retail is usually a decrease paid sector with little variance in pay between roles, this has an impression on the pay hole leading to a median hourly fee for feminine workers throughout the organisation being decrease than for male workers.  

The ethnicity pay hole 

Whereas publishing ethnicity pay hole stories will not be a authorized requirement, the charity welcomes the chance to display its progress and stays dedicated to turning into a extra numerous and inclusive organisation. 

The ethnicity pay hole is calculated by evaluating the common pay of White workers to different ethnic minority staff. 

In 2023, the charity’s imply ethnicity hole was –5%, in contrast with –5.9% in 2022. The median ethnicity pay hole has additionally diminished, from –23.3% in 2022, to –15.3% in 2023. 

It’s encouraging that each the imply and median ethnicity pay gaps have narrowed once more in 2023. Though the pay hole has been in favour of ethnic minority workers since Most cancers Analysis UK started monitoring and publishing the information, it’s just one indicator of the expertise of staff and is predicated on small numbers.  

The primary components influencing the ethnicity pay hole are the low numbers of ethnic minority workers employed throughout all ranges and roles within the charity, and the decrease proportion of ethnic minority workers employed on the retail aspect of the charity. There are a considerably greater proportion of ethnic minority workers in greater paid elements of the charity (for instance in know-how). 

Most cancers Analysis UK is very motivated to proceed to enhance inclusion and ethnic range on the charity, having set a goal to extend the proportion of ethnic minority workers to 16% by the tip of 2023.  

In April 2023, the proportion of ethnic minority workers throughout Most cancers Analysis UK included within the ethnicity pay hole reporting had elevated from 12% to 14%, primarily based on the 90% of workers who enclosed their ethnicity. 

There was extra progress since then, with knowledge from 31st December 2023 exhibiting that 15.3% of the charity’s workforce have been from an ethnic minority background. However there may be nonetheless work to be finished, and later this yr the charity will probably be reviewing their targets as a part of an EDI technique refresh. 

The following steps 

Most cancers Analysis UK continues to try in the direction of to turning into a extra inclusive and numerous charity. By encompassing individuals from completely different backgrounds and views in any respect ranges, and by having a tradition of inclusion, the charity believes it might make the best progress for individuals with most cancers and their family members.  

The charity will proceed to make sure that workers are paid equal pay for equal work. Most cancers Analysis UK may also try to take care of its goal of fifty% of management roles held by feminine workers, and work towards a minimum of 12% of Govt Board, Director and Head roles being held by individuals from ethnic minority backgrounds.  

The charity just lately launched a second spherical of Ignite, a management improvement programme geared toward excessive potential workers from ethnic minority backgrounds with the ambition to maneuver into management roles. This comes following the success of the primary spherical during which 42% of these nonetheless working on the charity achieved a promotion or lateral transfer after the programme. You could find out extra in regards to the actions being taken to close the pay gaps in the reports. 

The charity hopes to proceed to make progress and stays dedicated to highlighting the important thing areas the place modifications may be made to facilitate a various and inclusive organisation. Later in 2024, the charity will probably be evaluating its 2021-2023 EDI technique and can define its ambitions for the longer term.