Small group of patients and staff having a meeting in the Anthony Nolan boardroom

Gender pay gap report 2023

Anthony Nolan is required by law to publish an annual Gender Pay Gap report.


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 is diverse, we can represent the UK’s community of stem cell patients and their families and offer even more support.

We have 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 our 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 23

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 their roles. Our gender pay gap does not stem from paying men and women differently for the same or equivalent work, however we recognise that there is further work to do.

29% 71% Lower quartile 
26% 74% Lower middle quartile  
30% 70% Upper middle quartile 
43% 57% Upper quartile 
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

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

Our commitment to EDI (Equality, Diversity, and Inclusion) is wider than gender. At Anthony Nolan we are determined that we will:

  • 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 to 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, whilst remaining true to our values.

Equity for patients, our donors and our people means understanding where they are and giving them what they require to realise their potential, meet their needs, and remove any barriers. We'll only achieve this by welcoming diversity, and by nurturing a culture of inclusivity.

Our people are our patients’ and donors’ greatest asset, and we want our people to be at their very best every day. This means creating an environment where everyone feels welcome; where every person's uniqueness is celebrated, and everyone can realise their potential and some initiatives to support this.


We want to ensure that both men and women are evenly represented at all levels in our organisation. We have a female Chief Executive 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.


We support all forms of flexible working, on both a formal and informal basis, for all our people. These include opportunities to request working compressed hours and flexi start and finish times.

We have introduced activity based working spaces within our offices; creating flexible spaces including quiet and collaboration zones with the expectation that employees can work in a hybrid way if their role allows with flexibility to agree how and where they work. This is part of our wider approach to ensuring that Anthony Nolan an inclusive organisation and there are no barriers to progression.

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. Weare currently in the process of developing a bespoke management pathway to support the Anthony Nolan Management Development Programme; giving skills and resources on the employee lifecycle to our managers.

In the next 12 months we will begin working on a career development pathway.

Family-friendly policies

The ability to work flexibly has been a day one right at Anthony Nolan for several years and is being requested increasingly by both our male and female employees with 20% of colleagues now work flexibly.

We continue to encourage family-friendly policies to employees, including offering paid time off for dependents and carers.

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 equality. We continue to use pulse engagement surveys, listening groups and inclusion surveys and are beginning to use this data to gain insight into how our people feel about their work including inclusion, reward, and recognition.

I, Henny Braund MBE, Chief Executive, confirm that the information in this statement is accurate. 

Signed:   Henny Braund 

Date:       April 2024