Depaul UK gender pay gap report

At Depaul UK, equality, diversity, and inclusion are at the heart of everything we do. Our proactive Equality, Diversity, and Inclusion (EDI) strategy, supported by a detailed action plan, drives our commitment in these areas. As part of our ongoing efforts, we consistently monitor and annually report on the gender pay gap between male and female employees. The data continues to highlight our success in maintaining a gender pay gap that remains significantly below the national average.

Median and mean hourly earnings                   

• Mean gender pay gap:

This is the amount by which the average male salary exceeds the average female salary

• Median gender pay gap:

This is the amount by which the mid-point male salary exceeds the mid-point female salary

On 5 April 2024 the Depaul UK median and mean male and female hourly pay gap differences were as follows:

Addressing gender pay disparities remains a central focus of our commitment to equality and fairness. Over time, we have refined our pay practices, achieving consistent progress in reducing the gender pay gap. These positive outcomes reflect our dedication to fostering a workplace grounded in gender equality and diversity, as well as our determination to sustain these achievements.

An inclusive and equitable environment is fundamental to our ethos.  We actively create opportunities for all employees to grow and thrive, ensuring fair pay across all pay grades through routine reviews. Additionally, robust measures have been established to keep our recruitment processes free from bias, further supporting equity in our workforce.

Depaul UK, like many organisations within the voluntary sector, employs a greater proportion of women than men. This trend is consistent at every level of the organisation, underscoring our ongoing efforts to support gender representation and balance across all roles.  As of 5 April 2024, the gender distribution across our pay quartiles were as follows.

Depaul UK 2024 Gender Pay gap report