The Gender Pay Gap at Sue Ryder

To transform end of life and neurological care, we want employees to be supported with development, training and e-learning, and we want to attract, develop and reward a diverse workforce.

Here, we are publishing our gender pay gap data, which we update on an annual basis. We feel that gender pay gap reporting is already helping and will continue to help tackle inequalities in the workplace.

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require Sue Ryder to publish data about our Gender Pay Gap.

In simple terms, it is the difference in average pay between all men and women in the workforce. It is not a difference in the pay given to men and women doing the same job. It’s a broad measure of the make-up of an organisation’s pay versus employee gender

• The volume of male or female employees earning lower salaries due to the nature of the work they do.
• The composition of men and women in the workforce by seniority.

This shows us that, on average, the hourly rate men are paid is slightly higher than the rate women receive.

This shows that the median pay point is slightly higher for men. This is the difference if we line up all salaries and compare the middle-paid man and woman.

Sue Ryder does not operate bonus or commission schemes, but we do occasionally make small payments, for example, for a staff referral of a new hire.

In November 2022 we made one-off payments of £150 to assist with cost-of-living. As these had a minimal performance element to qualify for the payment they count as bonus pay and are included in this year’s report:

• Our mean bonus pay gap is -2.9%.
• Our median bonus pay gap is 0.0%

• Sue Ryder: 3.9%
• National: 13.2%

• Sue Ryder: 2.0%
• National: 14.3%

Source: ONS Annual Survey of Hours and Earnings (ASHE) PROVISIONAL 2023

Sue Ryder employs mainly women (83.7% women, 16.3% men).

Pay quartiles help show the distribution of our earners across Sue Ryder. To picture this, imagine if we were to line up all of our people from lowest to highest earner and then split them into four equal groups (quartiles).

All employees whose standard hourly rate places them at or below the lower quartile.

• Male: 15.4%
• Female: 84.6%

All employees whose standard hourly rate places them above the lower quartile but at or below the median.

• Male: 16.1%
• Female: 83.9%

All employees whose standard hourly rate places them above the median but at or below the upper quartile.

• Male: 16.4%
• Female: 83.6%

All employees whose standard hourly rate places them above the upper quartile.

• Male: 17.2%
• Female: 82.8%

Sue Ryder has policies and procedures in place in our recruitment, development, pay and progression of employees which avoid gender discrimination or any other type of discrimination. We are committed to addressing inequality when it is identified. We employ a full time Diversity and Inclusion Manager.

Our recruitment process is now fully anonymous so unconscious bias at the application selection stage is impossible, and we have recently introduced a Charity wide job grading structure which ensures pay can be managed for jobs of equal size across all parts of the organisation.

Heidi Travis
Sue Ryder CEO

Updated: July 2024