Gender pay gap report 2024

Our Gender Quartiles

April 2024

The pay quartiles below are calculated by listing the hourly rates of pay for male and female identifying employees from lowest to highest, before splitting the list into four equal-sized groups and calculating the percentage of males and females in each.

Anthony Nolan evaluates and benchmarks all our roles periodically. Our gender pay gap does not stem from paying males and females differently (for the same or equivalent work) but is largely influenced by the make-up of our workforce. At the time the Gender Pay Gap was calculated (5 April 2024), 69% of our employees were female and 31% were male this is unchanged from 2024.

The proportion of males in the lower, lower middle and upper middle has increased and in the upper quartile decreased from 2023.

Our employee gender profile reflects the UK not-for-profit sector of 68% charity employees being  female. *

Two-thirds of female dominated occupations – where 60% or more of the jobs are filled by women - have gender pay gaps in favour of men. **

*source: Women in the Charity Sector - Pro-Bono Economics November 23.

**source: CIPHR - 2024

EDI strategy

Our EDI Strategy (2024-2030) sets out our commitment to advancing equity at Anthony Nolan, with a clear focus on tackling inequalities, including gender, in the workplace. We are dedicated to creating a more inclusive environment where everyone has equal opportunities to thrive.

EDI education

We recognise that addressing inequities requires both structural change and cultural transformation. To support this, we regularly host awareness events to engage colleagues and have introduced an EDI Education Series to equip them with the knowledge they need on their allyship journeys. This learning content includes targeted modules on key protected characteristics, including Gender Equality, Intersectionality and unconscious bias.

Affinity networks

We are proud to have introduced three Affinity Networks to empower our colleagues: the Race, Ethnicity, and Cultural Heritage (REACH) Network, the LGBTQ+ Network, and the Accessibility, Neurodiversity, and Disability (AND) Network. These Networks provide safe spaces for colleagues to share their lived experiences and play a vital role in informing our intersectional approach to EDI. Through these Networks, we will ensure that our initiatives are shaped by the diverse voices within our workforce, helping us to create a more inclusive and equitable work environment.

Culture

We recognise all our colleague’s contribution in a variety of ways.  We celebrate their stories on our internal communication channels, on social media and in external publications to ensure we take the opportunity to shine a spotlight on our exceptional colleagues.

 Career development

We have introduced a career development process and trained managers in coaching for development. This initiative will ensure that all colleagues can discuss their development with their line manager and create development plans that enable growth.

We have also partnered with the Charity Mentor Network for colleagues who are looking for external support in their careers.

People policies

We are now conducting a full review of our people policies and benchmarking our benefits to make sure that they are it is important that our policies are not only up to date, fair and transparent but also clear, consistent and compliant.

Recruitment

We aim to recruit from the widest possible talent pool. As an example of our commitment to ensuring equality of opportunity our applications are anonymised with no demographic data visible at the time of screening and shortlisting.

Flexible working

20% of our colleagues now work flexibly and we continue to encourage family-friendly policies to employees, including offering paid time off for dependents and carers.   We continue to be committed to supporting hybrid working for roles where it is practicable to do so.

Data and insight 

We are continuously improving our data reporting and are providing dashboards to our managers on recruitment, retention, and promotion data to help prioritise actions and identify barriers to address gender equality. We continue to use engagement surveys and listening groups and use this data to gain insight into how our people feel about their work including inclusion, reward, and recognition.

Employer brand

We are currently partnering with an external agency to support us shape and deliver our employee value proposition and employer brand plans, enhancing our reputation internally and externally as a great place to work. We have recently completed the research phase of the work which will inform how our employer brand will take shape. These outputs will give us a strong employer brand that will help differentiate Anthony Nolan in a competitive job market, attract and retain top talent by improving our recruitment messaging and showcase our culture, behaviours, work environments and colleague experiences.