On the snapshot date of 5th April 2025, we calculated our gender pay gap to be:<\/p>\n\n\n\n
This maintains our results over several years, as shown in the table below:<\/p>\n\n\n\n Our gender split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:<\/p>\n\n\n\n Our overall proportion of female to male employees has changed with males now occupying 22% of the working population (up 0.5%) and females occupying 78% of the working population (down 0.5%).<\/p>\n\n\n\n Proportion of males in all quarters over the years:<\/p>\n\n\n\n\t This year we have 2,644 \u201crelevant employees\u201d and 2,398 \u201cfull-pay relevant employees\u201d, these are defined in the UK gender pay gap legislation and help organisations to work out which employees to count when calculating their gender pay gap.<\/p>\n\n\n\n This year, our organization is pleased to report a reduction in our median and mean gender pay gaps. The median pay gap has decreased by 1.94%, from 1.94% to 0%. Similarly, the mean gender pay gap has reduced by 0.25%, from 7.11% to 6.86%.<\/p>\n\n\n\n The implementation of systems and processes continues to enhance our ability to identify and analyse trends within our data. These improvements have been instrumental in achieving the observed reductions in our pay gaps. By leveraging advanced data analytics, we have gained deeper insights into the factors contributing to pay disparities and have been able to address them more effectively.<\/p>\n\n\n\n We are proud of the progress we have made thus far and are dedicated to building on this momentum.<\/p>\n\n\n\n On the snapshot date of 5th April 2025, we calculated our ethnicity pay gap to be:<\/p>\n\n\n\n Our ethnicity split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:<\/p>\n\n\n\n The proportion of those who have declared they are from Black, Asian and Other Ethnic Groups in all quartiles in comparison to 2023 can be found below and shows a large improvement in data captured:<\/p>\n\n\n\n Our overall<\/strong> proportions are 23.1% Black, Asian and Other Ethnic Groups<\/strong>, 55.7% White (Combined) employees<\/strong> and data was unavailable for 21.2% of employees<\/strong>.<\/p>\n\n\n\n On the snapshot date of 5th April 2025, we calculated our disability pay gap to be:<\/p>\n\n\n\n Our disability split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:<\/p>\n\n\n\n Our overall proportions are 8.8% of employees declare a disability, 69.8% of employees do not declare a disability and data was unavailable for 21.4% of employees.<\/p>\n\n\n\n The implementation of systems and processes continues to enhance our ability to identify and analyse trends within our data.<\/p>\n\n\n\n Over the past 12 months our increase in internal communications promoting completion and updating details have been a success, with an increase of 30.2% in ethnicity data and a 39.9% increase in disability data being captured. We will continue to promote this internal communication to further increase our collected data.<\/p>\n\n\n\n We have increased the amount of our Black, Asian and Minority Ethnic employees across 3 Quartiles as demonstrated above and are continuing to develop our inclusive recruitment practices with an aim to further increase diversity and representation across the business.<\/p>\n\n\n\n As an organisation we are proud to continue our yearly performance of reporting a 0% Disability Pay Gap<\/p>\n\n\n\n It\u2019s important to us at Sense that we continue to ensure our reward and recognition strategies support us in developing a culture of inclusion and equity which is diverse in retaining, developing and all employees throughout our organisation.<\/p>\n","protected":false},"excerpt":{"rendered":" Gender pay gap On the snapshot date of 5th April 2025, we calculated our gender pay gap to be: This maintains our results over several years, as shown in the table below: 2017 2018 2019 2020 2021 2022 2023 2024 2025 Mean Gender Pay Gap 7.86% 8.73% 9.50% 7.99% 8.30% 7.74% 8.82% 7.11% 6.86% Median Gender Pay […]<\/p>\n","protected":false},"author":11,"featured_media":0,"parent":65695,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_searchwp_excluded":"","footnotes":""},"content_label":[],"class_list":["post-78668","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/pages\/78668","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/comments?post=78668"}],"version-history":[{"count":0,"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/pages\/78668\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/pages\/65695"}],"wp:attachment":[{"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/media?parent=78668"}],"wp:term":[{"taxonomy":"content_label","embeddable":true,"href":"https:\/\/www.sense.org.uk\/wp-json\/wp\/v2\/content_label?post=78668"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<\/td> 2017<\/strong><\/td> 2018<\/strong><\/td> 2019<\/strong><\/td> 2020<\/strong><\/td> 2021<\/strong><\/td> 2022<\/strong><\/td> 2023<\/strong><\/td> 2024<\/strong><\/strong><\/td> 2025<\/strong><\/td><\/tr> Mean Gender Pay Gap<\/strong><\/td> 7.86%<\/td> 8.73%<\/td> 9.50%<\/td> 7.99%<\/td> 8.30%<\/td> 7.74%<\/td> 8.82%<\/td> 7.11%<\/td> 6.86%<\/td><\/tr> Median Gender Pay Gap<\/strong><\/td> 1.90%<\/td> 2.28%<\/td> 1.50%<\/td> 0%<\/td> 0%<\/td> 0.41%<\/td> 3.10%<\/td> 1.94%<\/td> 0%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n Gender<\/strong><\/td> Quartile 1<\/strong> (Upper)<\/strong><\/td> Quartile 2<\/strong> (Upper Middle)<\/strong><\/td> Quartile 3<\/strong> (Lower Middle)<\/strong><\/td> Quartile 4<\/strong> (Lower)<\/strong><\/td><\/tr> Male<\/strong><\/td> 25.4%<\/td> 21.8%<\/td> 19.1%<\/td> 22.5%<\/td><\/tr> Female<\/strong><\/td> 74.6%<\/td> 78.8%<\/td> 80.9%<\/td> 77.5%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n <\/td> 2017<\/strong><\/td> 2018<\/strong><\/td> 2019<\/strong><\/td> 2020<\/strong><\/td> 2021<\/strong><\/td> 2022<\/strong><\/td> 2023<\/strong><\/td> 2024<\/strong><\/td> 2025<\/strong><\/td><\/tr> Quartile 1 (Upper)<\/strong><\/td> 25%<\/td> 26%<\/td> 26%<\/td> 26%<\/td> 25%<\/td> 24%<\/td> 25%<\/td> 25%<\/td> 25%<\/td><\/tr> Quartile 2<\/strong> (Upper Middle)<\/strong><\/td> 25%<\/td> 20%<\/td> 20%<\/td> 18%<\/td> 17%<\/td> 17%<\/td> 19%<\/td> 24%<\/td> 21%<\/td><\/tr> Quartile 3<\/strong> (Lower Middle)<\/strong><\/td> 20%<\/td> 17%<\/td> 17%<\/td> 19%<\/td> 20%<\/td> 20%<\/td> 18%<\/td> 21%<\/td> 19%<\/td><\/tr> Quartile 4<\/strong> (Lower)<\/strong><\/td> 21%<\/td> 24%<\/td> 20%<\/td> 21%<\/td> 19%<\/td> 18%<\/td> 17%<\/td> 16%<\/td> 23%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n<\/div>\n\t\t<\/div>\n\t<\/div>\n\n\n\n\n Gender pay gap commentary<\/h3>\n\n\n\n
Ethnicity pay gap<\/h2>\n\n\n\n
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Ethnicity<\/strong><\/td> Quartile 1<\/strong> (Upper)<\/strong><\/td> Quartile 2<\/strong> (Upper Middle)<\/strong><\/td> Quartile 3<\/strong> (Lower Middle)<\/strong><\/td> Quartile 4<\/strong> (Lower)<\/strong><\/td><\/tr> Black, Asian and Other Ethnic Groups<\/strong><\/td> 16.5%<\/td> 21.9%<\/td> 25.1%<\/td> 28.7%<\/td><\/tr> White<\/strong><\/td> 64.6%<\/td> 58.7%<\/td> 42.7%<\/td> 57.0%<\/td><\/tr> Data not available<\/strong><\/td> 18.9%<\/td> 19.4%<\/td> 32.2%<\/td> 14.2%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n <\/td> 2023<\/strong><\/td> 2024<\/strong><\/td> 2025<\/strong><\/td><\/tr> Quartile 1<\/strong> (Upper)<\/strong><\/td> 12.1%<\/td> 16.6%<\/td> 16.5%<\/td><\/tr> Quartile 2<\/strong> (Upper Middle)<\/strong><\/td> 12.4%<\/td> 22.1%<\/td> 21.9%<\/td><\/tr> Quartile 3<\/strong> (Lower Middle)<\/strong><\/td> 14.8%<\/td> 20.9%<\/td> 25.1%<\/td><\/tr> Quartile 4<\/strong> (Lower)<\/strong><\/td> 12.1%<\/td> 19.0%<\/td> 28.7%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n Disability pay gap<\/h2>\n\n\n\n
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Disability<\/strong><\/td> Quartile 1<\/strong> (Upper)<\/strong><\/td> Quartile 2<\/strong> (Upper Middle)<\/strong><\/td> Quartile 3<\/strong> (Lower Middle)<\/strong><\/td> Quartile 4<\/strong> (Lower)<\/strong><\/td><\/tr> With Disability<\/strong><\/td> 8.6%<\/td> 9.8%<\/td> 4.8%<\/td> 11.8%<\/td><\/tr> Without Disability<\/strong><\/td> 70.7%<\/td> 73.4%<\/td> 62.2%<\/td> 72.9%<\/td><\/tr> Data not available<\/strong><\/td> 20.7%<\/td> 16.8%<\/td> 33.0%<\/td> 15.3%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n Ethnicity and disability commentary<\/h3>\n\n\n\n