Our 2019 Gender Pay Gap report
All organisations with 250 or more employees are required to publish data on their gender pay gap (the difference in hourly pay between male and female employees) each year.
The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Please note that the gender pay gap is different from equal pay, which refers to paying men and women equally for the same or equivalent work and is a legal requirement.
As of 31 March 2019, there were 824 full time equivalent employees at The National Lottery Community Fund. Our mean pay gap is 5.5% and our median pay gap is 3.2%.
The mean pay gap has decreased from 6.1% in 2018, whilst our median pay gap has increased slightly.
We recognise the slight increase of less than one percent for our median pay gap and are working hard to continually improve our approach.
Bonus gender pay gap
In 2018, 624 employees received a bonus - 416 women and 208 men. This represents 71% of all females and 71% of all males in the Fund. The mean gender bonus gap is 11.8% and the median gender bonus gap is 0%.
Pay quartiles
The following table demonstrates the gender distribution across The National Lottery Community Fund. The first quartile contains employees on the lowest rates of pay and the fourth (upper) quartile contains employees on the highest rates of pay.
| Quartile by salary | Female | Male |
| First (lower quartile) | 65% | 35% |
| Second quartile68 | 71% | 29% |
| Third quartile | 68% | 32% |
| Fourth (upper quartile) | 63% | 37% |
We’re committed to using rich data such as this and importantly colleagues’ feedback and experiences, to address any imbalances in our diversity, equity and inclusion as an organisation. We are also currently recruiting a new diversity, equity and inclusion (EDI) programme lead who will be part of our People Team.