2017-2018 has been an exciting time for Mencap!
We reached another milestone in our fight for inclusion with the launch of our health campaign, Treat me well, which aims to transform how people with a learning disability are treated in hospital.
We also provided direct support to 5,231 people with a learning disability in England, Wales and Northern Ireland, and answered nearly 13,000 calls through the Learning Disability Helpline.
We also made strides in developing our employment services, whilst supporting over 2,600 people.
Read the full annual report for 2018
Take a look at our full annual report to find out more about our achievements this year, including details of our financial accounts.Download resource Annual Report 2018
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.
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: