Gender Pay and Occupational Segregation Statement
At AdvoCard, we are committed to building a workplace that is inclusive, equitable, and free from discrimination. We are a small but values-driven organisation that reflects and serves a diverse community, and we recognise that addressing the Gender Pay Gap and occupational segregation is a key part of that mission.
This statement outlines our Equal Pay Policy, our analysis of gender-based pay and role distribution within our workforce, and the action we are taking to close identified gaps.
Our Commitment to Equal Pay and Gender Equality
We are committed to achieving equal pay for work of equal value and to proactively monitoring our workforce data to prevent both horizontal (role-based) and vertical (seniority-based) occupational segregation.
We also recognise that gender equality cannot be addressed through policy alone — it requires cultural change, resourcing, and accountability at every level of the organisation.
Understanding Our Gender Pay Gap
Our Gender Pay Gap analysis measures the difference between the average hourly earnings of women and men at AdvoCard, regardless of role. This is distinct from our equal pay commitment, which ensures that men and women receive the same pay for the same or equivalent work.
Median Pay Gap (Combined)
- The median hourly pay for male employees is 43% higher than for female employees.
This gap is largely due to a higher proportion of female staff working part-time roles (only 2 women work full-time compared to 7 men). The part-time roles held by women are shaped by external factors such as caring responsibilities, academic commitments, or the part-time nature of some funded roles.
Median Pay Gap (By hours)
- Full-time employees: The median pay for female staff is 17% higher than male.
- Part-time employees: Male median pay is 44% higher than female.
The higher median pay for full-time women reflects the fact that the only two female full-time employees are both in senior leadership roles. Among part-time staff, the pay disparity is skewed by the inclusion of our part-time CEO, a male employee, whose salary significantly increases the male median pay for part-time roles. This highlights how small sample sizes in a small organisation can disproportionately affect data.
Mean Pay Gap (Combined)
The average overall hourly rate for men is 37% higher than for women.
Mean Pay Gap (By hours)
- Full-time employees: Female mean pay is 15% higher than male.
- Part-time employees: Male mean pay is 50% higher than female
The combined mean gap reflects structural imbalances, with more men in higher-paid senior roles and more women in lower-paid part-time roles. The full-time gap in favour of women again reflects their concentration in senior roles, while, again, the part-time gap is driven by the CEO’s salary inflating male averages.
Occupational Segregation Analysis
Horizontal Segregation (By Role)
58% of our advocacy workers (frontline staff) are female. This reflects wider patterns in the care and support sector, where women disproportionately occupy frontline, person-facing roles.
Vertical Segregation (Leadership Roles)
Conversely, 58% of our senior management team are male, showing that men still hold a majority of leadership roles in AdvoCard. This continues to reflect the structural challenge of ensuring equal access to progression opportunities, particularly for women who are more likely to work part-time or take career breaks for caring responsibilities.
Staff Composition (April 2025)
| Category | % of Males | % of Females |
| Full-time | 67% | 20% |
| Part-time | 33% | 80% |
| SMT | 44% | 30% |
| Advocacy Workers | 56% | 70% |
These figures further illustrate that while women are well-represented overall, (there are 10 female staff to 9 male staff), they are under-represented in full-time and senior roles, and over-represented in part-time and frontline positions.
Policy Responsibilities and Resourcing
Our Chief Executive Officer and the Operations and Development Manager are jointly responsible for oversight and delivery of this policy. They report annually to the Board of Trustees on progress towards equal pay and gender balance objectives.
Resource Commitment
Our Ongoing Commitments
- We have introduced clear, published salary bands for all roles and commit to publishing anonymised pay audit findings annually.
- We use anonymised application processes and aim for gender-balanced interview panels wherever possible.
- We provide hybrid, remote, part-time, and job-share options across roles, including at senior levels.
- Equal access to parental leave and career development support is available to all staff.
- Workplace Culture: We foster an inclusive culture through regular training, zero-tolerance for discrimination, and active participation in equalities campaigns.
We further commit to:
- Allocating budgeted resources each year to support actions under this policy.
- Building this commitment into our strategic planning and workforce development processes.
- Ensuring all staff involved in recruitment, appraisal, and line management are trained in inclusive practice and unconscious bias.
Conclusion
AdvoCard is committed to fostering a workplace where gender does not determine access to opportunity, pay, or progression. By embedding equal pay principles, challenging occupational segregation, and resourcing our commitments, we aim to create an organisation where all employees can thrive.
We will continue to review, report on, and improve our practices — holding ourselves accountable and learning from our staff and sector peers as we go.
