Gender pay gap report 2023

Introduction

We are committed to making Anthony Nolan a truly inclusive and diverse organisation, and reducing our gender pay gap is a critical part of this. If our staff members are diverse, we can represent the UK’s community of stem cell patients and their families and offer even more support.

We've compared both the mean (average) and median (mid-point) in the hourly rate we paid to men and women at the time our Gender Pay Gap was calculated (5 April 2023).  

• Our mean gender pay gap was 13.2%
• Our median gender pay gap was 14%

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

Our Gender Quartiles

April 2023

Anthony Nolan evaluates and benchmarks all its roles periodically. Our gender pay gap does not stem from paying men and women 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 2023), 69% of our employees were female and 31% were male. The proportion of males and females in the lower, lower middle and upper middle broadly mirrors this breakdown - however, in the upper quartile the proportion of males increases, which means a larger percentage of our total male employees are on higher salaries.

Our employee gender profile matches the UK not-for-profit sector of 68% of charity employees identifying as female.*

*Women in the Charity Sector - Pro-Bono Economics, November 2023

What are the underlying causes of Anthony Nolan's gender pay gap?

Under the law, men and women must receive equal pay for: 

• the same or broadly similar work; 
• work rated as equivalent under a job evaluation scheme; or 
• work of equal value

Anthony Nolan is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other characteristic set out above). 

Anthony Nolan evaluates and benchmarks all roles. Our gender pay gap does not stem from paying men and women differently for the same or equivalent work - however, we recognise there is further work to do.

What is Anthony Nolan doing to address its gender pay gap? 

Our commitment to EDI (Equality, Diversity, and Inclusion) is wider than gender. We want our people to be at their very best every day - and we'll only achieve this by welcoming diversity, and by nurturing a culture of inclusivity.

At Anthony Nolan we are determined to:

• Invest in our people so they can achieve their full potential. Our people are our patients’ and donors’ greatest asset, so investing in them will help us achieve more for those we serve.
• Cultivate a sense of belonging, where everyone is welcome, everyone's uniqueness is celebrated, and everyone is equipped to achieve the best they can, while remaining true to our values.

Behaviours

We want to ensure men and women are evenly represented at all levels in our organisation. We have a female Chief Executive, and with over 63% of our Chief and Director roles are held by women. Our new People Strategy includes developing opportunities to improve career progression, and succession planning for all our employees.

Recruitment

We support all forms of flexible working on both a formal and informal basis, for everyone. This includes the ability to request compressed hours and flexi start and finish times, and is part of our wider approach to ensuring Anthony Nolan is an inclusive organisation with no barriers to progression.

We've also created flexible working spaces in our offices, including 'quiet' zones and 'collaboration' zones, to make sure the office experience works for everyone.

Management development

In 2023 we invested in a new learning platform which gives our managers and employees access to an extensive range of development opportunities. We are currently in the process of developing a bespoke management pathway to support the Anthony Nolan Management Development Programme.

We have also begun work on a career development pathway.

Family-friendly policies

At Anthony Nolan we have always protected the right of our employees to work flexibly, and 20% of all colleagues now do so.

We continue to offer family-friendly policies to employees, including paid time off for those with dependants or caring responsibilities.

Data and insight 

We are continuously improving our data reporting and are providing dashboards to our managers on recruitment, retention, and promotion data. This will help inform our priorities for action, and identify barriers, and address gender inequality. We continue to use pulse engagement surveys, listening groups, and inclusion surveys, as the resultant data we gain provides insight into how our people feel about their work, as well as inclusion, reward, and recognition.