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Gender Pay Gap report 2019/20

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 2020), 68% of our employees were female and 32% were male. This profile is reflective of the not-for-profit sector as a whole as the workforce is predominately female.   

  • The mean gender pay gap for Anthony Nolan is 11.4% 
  • The median gender pay gap for Anthony Nolan is 15.7%. 

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. 

BandMalesFemalesDescription
28% 72% Lower quartile 
24% 76% Lower middle quartile  
30% 70% Upper middle quartile 
45% 55% 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 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. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their gender (or any other characteristic set out above). As such it evaluates job roles and pay bands as necessary to ensure a fair structure. 

Anthony Nolan commissioned an external agency to conduct a salary benchmarking exercise in 2020 and the vast majority of salaries fell within the benchmarked median range. In April 2021 we uplifted salaries for roles identified as falling below the range and we are therefore confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work.

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

We are committed to making Anthony Nolan an inclusive and diverse organisation, and reducing our gender pay gap is a critical part of this. The actions outlined below are part of our wider programme to ensure that Anthony Nolan is a diverse and inclusive organisation. 

Career progression  

We want to ensure that both men and women are evenly represented at all levels in our organisation. We have a female Chief Executive and many of our senior roles are already held by women. In March 2021 we recruited a Director of Inclusion and Diversity and are committed to supporting all our people in progressing their career and offer equal opportunities for all, regardless of gender. 

Flexible working 

We support all forms of flexible working, on both a formal and informal basis, for all our people. We’ve introduced hybrid working and have invested in technology to ensure that those working remotely and flexibly have access to the resources they need. This is part of our wider approach to ensuring that Anthony Nolan an inclusive organisation and there are no barriers to progression. 

Career development   

We provide learning and development support to all. This includes assistance to gain professional qualifications, promoting internally, and providing coaching and mentoring opportunities to build skills and confidence. 

Data and insight 

We are using data including recruitment, retention and promotion data, to inform priorities for action and identify barriers and address gender equality. We’ve introduced pulse engagement surveys and will use  this data to gain insight into how our people feel about their work including reward and recognition. 

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

Signed:   Henny Braund 

Date:       5 October 2021 

Category
Governance