Our Director of People and Organisational Development, Kerry Smith discusses our gender pay gap, what we’ve done so far and what action we’re taking to close it even further.
Today we’re publishing our gender pay gap figures and whilst the BHF has a significantly lower gender pay gap when compared with the national UK average, we recognise there is much more to be done.
Why do organisations publish gender pay information?
Firstly it’s important to understand that this is not about comparing men and women’s pay for doing the same job or jobs of equal value. At the BHF we always ensure that this is fair - for example our warehouse roles are paid at the same rates as people who work on our shop floors.
The Government is asking all organisations with more than 250 employees to annually publish a set of calculations on their pay structure.
What is the gender pay gap?
The gender pay gap shows the difference in pay between male and female employees in an organisation. It is defined as the difference between men’s and women’s hourly earnings expressed as a percentage of men’s earnings.
What is our gender pay gap?
The average gender pay gap at the BHF is 7.7% in favour of men, compared to a national average of around 12.9% - this is a result of the work we have done already to narrow the gap.
The current gap exists because we have more men than women working in senior and technical roles, like IT & Medical.
At the BHF we continue to dedicate our organisation to taking more steps to narrow the gap even further and we’re proud to be an organisation where half of our senior leaders are women.
What measures are we taking?
Despite the current difference, we are confident that men and women are paid equally for doing jobs of equal value at our organisation. And whilst a gender pay gap still exists we have several planned initiatives to ensure we continually reduce the gap including:
- Promoting women in leadership and technical roles – all new opportunities are advertised internally and we are enhancing our career pathing so the route to senior roles becomes more transparent.
- Mentorship and coaching – we have more than 25 in-house coaches and 30 pro bono external coaches so we can allocate tailored and flexible support to people looking to develop their career and progress in the BHF. It’s great to see that of those employees obtaining coaching support 67% are female.
- Gender balanced interview panels – we will ensure all senior leadership roles have gender balanced panels.
- Tech Talent Charter - The Charter (TTC) is a commitment by organisations to a set of undertakings that aim to deliver greater gender diversity in the tech workforce of the UK to one that better reflects the make-up of the population. As a signatory we make a number of pledges in relation to our approach to recruitment and retention. It also enables organisations to share data and show the progress in balancing the profile of the IT sector.
A full list of initiatives can be found within the report.
What we think
At the BHF we’re constantly striving to be a fair, inclusive and transparent organisation and we value all our employees equally.
We’re proud of the work we’ve done so far and that this is reflected in our report which shows our average gender pay gap falls below the national average. Ultimately, we understand there is more to be done and we won’t stop until we’ve closed the gap completely.
Read the BHF’s full gender pay report