Gender pay gap
Page last updated: 31 March 2023
The Heritage Fund is committed to progressing equality within the organisation and meeting our statutory responsibilities. Below and in the attached PDF we share information about our gender pay gap for 2021-2022. This work is important to us and we use the services of an external specialist, XpertHR, to support our data analysis.
As with other employers, our data is taken from a workforce ‘snapshot’ in March 2022, which is reported one year in arrears.
You can download reports going back to 2016–2017 from this page.
Gender pay gap for 2021–2022
Our median average gender pay gap is 8.45%, a significant reduction of 4.65% since the previous period.
Our mean average gender pay gap is 12.2%, a decrease from 13.7% since our last gender pay gap report.
It is important to remember that the gender pay gap is not the same as equal pay. The gender pay gap looks at the difference in average pay between all men and women in the workforce. Equal pay relates to pay differences between men and women doing the same job or work of equal value.
Heritage Fund median gender pay gap
|Year||Median gender pay gap|
Gender pay calculations are made by assessing differences between pay quartiles between men and women. At the Heritage Fund we have a gender imbalance in our workforce (over 75% of our people are women), which is a major contributor to our gender pay gap.
Percentage of men/women in our workforce by pay quartile
Gender pay differences between men/women by pay quartile
|Quartile||Difference||Men/women receive less|
More detail on the data we collected, and how median and mean averages are used to measure gender pay gap, can be found in the 2021–2022 PDF on this page.
Addressing our gender pay gap
We recognise that we should not have a gender pay gap and we are committed to exploring, analysing and tackling the many factors that cause it.
Since our last report – alongside a range of changes as part of our wider work to promote equality, diversity and inclusion – we have:
- focused our 2021–2022 pay award to support pay progression, particularly for individuals on lower pay quartiles and at lower ranges
- appointed a new post of Workforce Equality and Culture Lead to better shape and drive our actions
In the year ahead, we will strive to reduce our gender pay gap further by prioritising:
- creation of a new gender pay gap working group to actively identify, analyse, understand and tackle factors which cause pay differentials
- subject to public sector pay constraints, continue to focus future pay awards to support our people on lower quartiles and at lower pay ranges
- continue to regularly analyse workforce data to help improve our monitoring and decision making