Gender pay gap report
Royal Mencap Society Gender pay gap report 2025-2026
This report outlines the
gender
Your gender is how you think of yourself. Most people think of themselves as a man or woman. Some people think of themselves as non-binary.
pay gap within Royal Mencap Society in line with UK Government reporting requirements. It analyses the difference in hourly pay between women and men across the
organisation
An organisation are a group of people who work together.
on the snapshot date.
Overall gender pay gap (mean): 1.9%
1. Main gender pay gap figures
In this organisation:
- Median gender pay gap: 0.0%
Women and men earn the same median hourly pay. Women earned £1 for every £1 earned by men at the median. - Representation by pay quartile
Women make up 73.4% of the highest paid quarter and 73.1% of the lowest paid quarter.
2. Hourly pay
- Median hourly pay: Women £12.17, Men £12.17 (median gap 0.0%)
- Mean hourly pay: Women £13.22, Men £13.47 (mean gap 1.9%)
This confirms parity at the midpoint of pay, with small differences at higher pay levels affecting the overall average.
3. Pay quarters
Women made up:
- 73.4% of the upper pay quartile (highest paid roles)
- 75.2% of the upper middle quartile
- 72.5% of the lower middle quartile
- 73.1% of the lower quartile (lowest paid roles).
What the data tells us
Women are strongly represented across all pay quartiles and there is no gender pay gap at the median. The remaining mean gender pay gap is driven by differences at the top end of pay. In the upper pay quartile, the gap is 5.7% on a mean basis (£1.04) and 3.9% on a median basis (£0.63) in favour of men. Although women make up most of the upper quartile (1,095 women compared to 397 men), men are more concentrated in the very highest-paid roles within that quartile.
This reinforces the importance of progression into the most senior roles, alongside continued fairness and transparency in pay outcomes.
Key actions taken
Since April 2025:
- Appointment of a female Interim Executive Director, maintaining strong gender representation at Executive Director level.
- Appointment of a female Executive Director as co-Executive Sponsor for the Women’s Belonging Network.
- Launching Learn Act Change as Belonging campaign A campaign is when people work together to try to change something. engaging the whole organisation on awareness and actions to improve embedding Belonging.
- Organisation-wide rollout of the Inclusive Recruiting Well Toolkit.
- Continued embedding of belonging principles into leadership and decision-making.
Actions going forward
We will:
- Maintain fair and transparent pay structures, with continued scrutiny of pay decisions and progression.
- Continue internal and external benchmarking.
- Work with Belonging Network Groups to inform and challenge our approach.
- Introduce KPIs to measure inclusive recruitment and progression outcomes.
- Regularly review recruitment and progression data to ensure inclusive practice translates into equitable outcomes.
This page was first published 31/03/2025.
Last updated 12/05/2026.