The RCPsych is pleased to announce that it has further reduced the median gender pay gap among its staff to just 2.13%. This contrasts with a national average median gender pay gap of 14.9%.
The College’s gender pay gap – the difference in average pay between male and female members of staff – has consistently been falling ever since its first gender pay audit in 2019.
In 2019, College’s gender pay gap was 17% – while, in 2020, it was 13.97%; in 2021, it was 6.22%; and last year it was down to 2.85%.
While there is legal guidance to say that employers of more than 250 people should publish gender pay audits – many employers currently fail to publish their gender pay gap. However, in line with our values, we believe it is vitally important to openly publish our gender pay gap.
The College’s aim is always to get as close as possible to a 0% pay gap on the grounds of gender as possible. Although in practice, due to staff turnover and promotions, the College will never achieve exactly a 0% pay differential – and pay gaps will continue to fluctuate over time.
However, by promoting equal opportunities through recruitment and promotions we will ensure that we are proactively reducing the chances of a substantial gender pay gap emerging.
Any pay differential that does exist at the College, based on gender, is not due to the organisation paying men more for the exact same work than women. Differences in average pay are due to different people being paid different sums at different points in the staffing structure for different roles. Paying people from one gender more for the exact same work than another gender would be illegal.
While in 2022, women at the College earned on average 2.85% more than men, this year, men earn on average 2.13% more than women.
While the gender pay gap that is considered to be the key indicator and reported in the media is the median average, we today also publish our mean gender pay gap.
This year, the mean gender pay gap stands at 11.25%, with men being paid on average more than women. Last year, this figure was 4.41%, with women being paid more than men.
According to our 2023 gender pay audit:
- 67.74% of staff in our upper pay quartile are women
- 72.04% of staff in our upper middle pay quartile are women
- 66.67% of staff in our lower middle pay quartile are women, and
- 84.78% of staff in our lower pay quartile are women.
In line with the law, our gender pay audit was based on our pay data from 5 April 2023.
At the time of the pay audits, we had 372 employees and workers in post at the College. Overall, 73% of our staff team were women. When the audits were conducted, 0.26% of staff did not define their sex.
RCPsych Chief Executive Paul Rees MBE said:
“We are delighted that we continue to reduce the gender pay gap at the RCPsych.
“Our narrow gender pay gap is due to our rigorously following equal opportunities best practice in all that we do.
“We will continue to strive to further narrow our gender pay gap over the coming years, as part of our desire to ensure a fair workplace for all.
“We will do everything we can to ensure we have the most female-friendly workplace possible – and we will also create the most positive workplace for people who are gender fluid or non-binary.
“By ensuring our workplace is the most positive for people from groups who have traditionally been marginalised in the workplace, we will ensure respect for people of all characteristics and backgrounds.”