1. Gender Pay Gap Report
Snapshot 5th April 2016

2. Gender Pay Gap Report Statement
Introduction from Kevin Watkins, CEO of Save The Children UK
Save The Children UK is committed to promoting and implementing ways of working to address equality of opportunity in the workplace. This ties in with our initiatives to ensure fair and equal pay for work of equal value for all our employees. Save The Children UK operates an analytical job evaluation scheme developed by Croner and our salaries are benchmarked using reputable sources in line with market rates for the charity sector. Decision on pay are made on the weight of the role not the individual in the role.
We aim and remain committed to be transparent in our approach to setting pay and reward and our approach to pay and how it is determined is published in our Pay Policy on our Intranet. Our principles are to pay our staff a fair salary that is competitive with the charity sector, proportionate to the complexity of each role, and responsibly, in line with our charitable objectives.
Save The Children UK also operates a performance related pay system. The aim of this system is to ensure that pay reflects performance by rewarding strong performers the most and weaker performers the least, while supportively managing performance improvement. We are also a living wage employer and ensure that we meet all national pay standards, and provide all paid staff with a living wage.
We aim to be an outstanding organisation. We learn from our mistakes and hold ourselves accountable to the highest standards in how we safeguard children, raise and spend money, manage risk and engage with our supporters, donors, partners, staff and volunteers. We value the diversity, expertise and passionate commitment of our exceptional people.
It is with this in mind, that we are committed to addressing any issues of unfairness in our gender pay gap.

3. Gender Pay Gap Report Statement
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires Save The Children UK to carry out Gender Pay Reporting. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.
We are required to publish the results on our own website and a government website. We will do this within one calendar year of 5th April We can use these results to assess:
- the levels of gender equality in our workplace
- the balance of male and female employees at different levels
- how effectively talent is being maximised and rewarded.
- The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. The data in this report is based on the snapshot as at 5th April 2016.

4. Calculating the Gender Pay Gap
SCUK must calculate the following information:
- mean gender pay gap
- median gender pay gap
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of males receiving a bonus payment
- proportion of females receiving a bonus payment
- proportion of males and females in each quartile band
SCUK will always show a zero percentage for bonus payments as we do not operate a bonus pay scheme.

5. Gender Pay Gap Report Statement
Our Gender Pay Gap 2016
Our median gender pay gap in 2016 was 10.27%
The National median gender pay gap in 2016 was 18.10%
Our mean gender pay gap in 2016 was 13.04%
This made up from a staff population that is 75% female and 25% male.
Addressing the Gender Pay Gap
Save The Children UK is addressing our gender pay gap by:
Reviewing the way in which we recruit. Introducing training modules around unconscious bias and ensuring our interview skills training is values based. Exploring the concept of blind recruitment.
Reviewing our job offer process to ensure parity and fairness of offers being made to new starters
Reviewing our family friendly policies to ensure we are offering equal provisions amongst the sexes
Undertaking work around offering flexible term contracts as appropriate
Carrying out a job levelling project to ensure our roles are benchmarked, graded and weighted properly
Reviewing our salary structure and developing a total reward offer
Reviewing our career development offer
Reviewing the existing performance management and rating process

6. For and on behalf of The Save the Children Fund
This statement is made pursuant to The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and constitutes our Gender Pay Gap statement for the snapshot as at 5 April 2016.
SIGNATURE
……………………………….
[                      ], CEO
For and on behalf of The Save the Children Fund
Date:

7. Understanding the report results
Relevant employee: any employee employed by SCUK on 5th April of the relevant year. This includes both fulltime and part time employees. Some international staff may be excluded dependent on their contract of employment. Employees based in Northern Ireland are not captured as they are covered by separate legislation.
Mean Average: involves adding up all the numbers and dividing the results by how many numbers were in the list
Median Average: involves listing all of the numbers in numerical order. If there is an off number of results, the median average is the middle number. If there is an even number of results, the median will be the mean of the two central numbers.
Positive Percentages: reveals that typically or overall, female employees have lower pay or bonuses then male employees
Negative Percentages: reveals that typically or overall, male employees have lower pay or bonuses than female employees
Zero Percentages: would reveal no gap between the pay or bonuses of male and female employees

8. Staff split Male v Female per quartile

9. Staff numbers males v females by grades

10. Gender Pay Gap Report

11. Median Gender Pay Gap by Grade (with allowances)

12. Mean Gender Pay Gap by Grade (with allowances)

13. Proportion of Males v Females receiving a Bonus Payment