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

Gender Pay Gap report 2021/22

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 2022), 68% of our employees were female and 32% were male. This profile is reflective of the not-for-profit sector as the workforce is predominately female.  

  • The mean gender pay gap for Anthony Nolan is 9.9% (down from 12.8% in 2021)
  • The median gender pay gap for Anthony Nolan is 14% (down from 17% in 2021) 

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. 

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? 

Whilst we are pleased that we are making progress in narrowing our gender pay gap, we are committed that we continue to make Anthony Nolan a more inclusive and diverse organisation, and to further reduce our gender pay gap is a critical part of this. The actions outlined below are part of our wider programme to create a culture and environment 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 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.

Flexible working 

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.

Career development   

We are committed to providing development opportunities for all our colleagues. This includes introducing a comprehensive learning platform, assistance to gain professional qualifications, promoting internally, and providing coaching and mentoring opportunities to build skills and confidence. We have given our employees the opportunity to enrol in apprenticeships and will be looking at extending the programme in 2023/24.

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 continue to use pulse engagement 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:       3 April 2023