The BHF have announced their Gender & ethnicity Pay Gap report on their website as follows:
We’re pleased to share our latest Gender Pay Gap Report and announce that our gender pay gap has closed significantly this year.
Gender pay gap
The report shows that our median gender pay gap now stands at just 0.1% for 2022, down from 1.0% in 2021, in favour of female colleagues.
The calculations on our median gender pay gap show that in 2022, women were paid 1p more than men, compared with 19p more in 2021.
Our median average is decreasing, but is still in favour of women, which is unusual as most organisations have a pay gap in favour of male colleagues – both in the charity sector and more widely.
We also no longer have a bonus pay gap. In 2021 women earned 17.2% less than men – now that gap is 0%.
Ethnicity pay gap
As part of our ongoing commitment to equality we also choose to report on our ethnicity pay gap. For 2022, our median ethnicity pay gap stands at 12.20% in favour of ethnically minoritised colleagues.
Ethnically minoritised colleagues make up 10% of the overall workforce at the BHF, but account for 14% of staff in the upper pay quartile.
Our chief executive
Speaking on the publication of our report, our Chief Executive, Charmaine Griffiths, said: “I am pleased to see that BHF has narrowed our gender pay gap further still this year, and it also means a lot to us that we publish our ethnicity pay gap data to be transparent, even though this isn’t a legal requirement yet.
“I’m incredibly proud of our team’s achievements to grow who we are as a BHF this year.
“One year on from the launch of Igniting Change, our first organisation-wide equality, diversity and inclusion (EDI) strategy, this pay report paints a picture of the clear progress we’re making as we strive to shape the BHF for the future.”
What next?
In the coming months and years, we will look across the board at EDI to understand more deeply where our shortcomings lie, and how we can improve on these to support a better, fairer and more inclusive colleague experience at the BHF.
Igniting Change, our EDI strategy, has SMART goals in relation to gender and ethnicity – not just for our overall colleague population, but in relation to the composition of our senior leadership team as well. In the long-term, we believe that this will result in closing the Gender and Ethnicity Pay gaps even further.
We will continue to monitor our progress through our governance committees to ensure that our activities are appropriate and proportionate to achieving our aims in creating equality for all. While we may not have all the answers yet, we are committed to sharing our successes, failures, and learnings, to evolve our actions as we go.
We look forward to building on our foundations as an inclusive and responsible organisation, keeping equality at the heart of the BHF’s culture.
READ OUR PAY GAP REPORT
