Mencap has seen some major changes this year.
Firstly, we won the prestigious Virgin Money London Marathon official charity partnership. This is a huge opportunity for us to increase the visibility of people with a learning disability in the media, and we have spent a lot of time planning how we will do this.
Our Legal Network, which offers advice and support for people in dire need, has been successfully piloted. So far it has supported 48 families, with a 98% full or partial success rate.
This year, 1,796 people attended one of our employment programmes and 183 went on to gain paid employment as a result. This pushes our total number of people in jobs to 1,267 over the last 4 years.
As well as this, the Government announced that it will introduce mandatory learning disability and autism training for all health and care staff in England. They cited our campaign, Treat me well, as one of the drivers for this.
Read the 2019 annual report
Take a look at our full annual report for 2019 to find out more about our achievements this year, as well as details of our financial accounts.Download resource 2019 Annual Report
Previous annual reports
Take a look at Mencap's annual reports from across the years.
Annual report 2018
Take a look at our full annual report for 2018 to find out more about our achievements from this year, including details of our financial accounts.
Notes on our annual report for 2018
Click the headings below to reveal some further notes on our annual report for 2018.
The annual salary of the CEO has remained the same in each of the years shown in the 2016 and 2017 annual reports (that is the years ending 31 March 2015, 2016 and 2017) and in the year to 31 March 2018.
The change in the reported remuneration for the year to 31 March 2016 from £147,437 in the 2016 report to £164,360 in the 2017 report is the result of a new requirement, set out in SORP Information Sheet 1 in April 2017, to include Employer’s National Insurance Contributions (paid by the employer) in figures for the remuneration of key management personnel (but not when showing the number of employees who fall into different pay brackets).
The small increase in remuneration shown between the years to 31 March 2016 and 31 March 2017 is accounted for by one week’s pay in lieu of holiday caused by a change in the holiday year and paid in line with our policy in other cases.
The purpose of Note 7 is to relate expenditure to our key charitable activities. With improvements in the definitions of our strategic priorities, coupled with new statutory guidance (FRS102), we have improved the mapping of expenditure against the priorities.
This required the restatement of the prior year figures to ensure a like-for-like comparison.
The restatement in Note 8, which sets out the number of colleagues paid more than £60,000, is unrelated to Note 7.
A review of our approach to Note 8 suggested it would be more meaningful if the reported remuneration included salary ‘sacrificed’ by colleagues in return for other benefits such as the government cycle scheme or additional pension contributions, as well as any car allowances paid.
This resulted in an increase in the number of colleagues falling into the £60,000-£69,999 bracket, which required a restatement of the figures for the year to 31 March 2016 for consistency.
The following section features our annual reports from 2011 to 2017 for you to read.
Our gender pay gap report(s) explain what the situation is for us as an organisation, and our thoughts and plans for addressing it.
You can read the report, as well as an easy read version by clicking the following links: