Gender pay gap

What is the gender pay gap?

Gender pay gap reporting shows the differences in pay between men and women across an organisation or nationally. 

It doesn’t measure equal pay: in other words, it doesn’t show whether a man and woman in the same job are getting the same rate of pay, which has been required in law since 1975.

Every year, since April 2017, employers with more than 250 people have an obligation to publish their gender pay gap.

Pay gap data reporting at Sense

At Sense, we continue to build a diverse, inclusive and fair workplace. Delivering on this requires us to act, and that action must be centred on data. The gender pay gap is one of the key inclusion metrics we track and report on at Sense.

Our 2021 report is our fifth annual gender pay gap report. Sharing our pay gap data keeps us accountable for the progress we’re making on improving gender equality and tracks our future progress. 

Overview of our pay gap data

The nature of our work continues to attract a high number of female employees: women fill 80% of our roles. Women are represented across the entire organisation, including our Executive Leadership Team which is made up of 60 percent women. 

We remain committed to ensuring gender equality and increasing the representation of other underrepresented groups, at all levels and in all areas of our business.

We are delighted to be able to report a 0 per cent median gender pay gap for the second successive year. This compares to a national pay gap of 15.4% (ONS, 26 October 2021) and a sector gap of 10.3% (government data set for residential care activities, 2 November 2021).

We’ve worked hard to achieve this and are proud of our achievements. However, we’re not going to lessen our focus on the full scope of our EDI work. This includes a strong focus on addressing inclusive culture to ensure that all employees feel that they belong, are treated fairly, and can be successful as their true selves. 

We want everyone to feel they can bring their whole selves to work.

Our gender pay data for 2021

On the snapshot date of 5 April 2021, our median gender pay gap was 0% and our mean pay gap was 8.3%.

This continues a welcome, progressive trend in our Median Gender Pay Gap, as shown in the table below, which includes the data for the preceding four years:

Mean Gender Pay Gap7.86%8.73%9.50%7.99%8.30%
Median Gender Pay Gap1.90%2.28%1.50%0%0%

Our gender split for each pay quartile was as follows, with Quartile 1 being the upper pay quartile, Quartile 4 the lower pay quartile:

GenderQuartile 1Quartile 2Quartile 3Quartile 4

This year we have 2515 “relevant employees” and 2092 “full-pay relevant employees”:

Our overall proportion of female to male employees is 80% female and 20% male.

Bonus pay gap data

·      Our mean bonus gender pay gap is -7.24%

·      Our median bonus gender pay gap is 0%

·      The percentage of male employees receiving a bonus is 49.3%

·      The percentage of female employees receiving a bonus is 50.2%

The majority of bonuses paid this year were given to our Operations frontline staff in recognition for their work during the pandemic. We also offer a “refer a friend” payment to our employees, which is reported as a bonus for gender pay gap purposes.


For 2021, we are reporting a median pay gap at 0%, in line with 2020 where it was 0%. This hasn’t happened by accident. It’s the result of a three-year journey we’ve been on to modernise pay at Sense. We’re really proud to see this work succeed. This reflects our leadership on inclusion from our trustees and Executive Team to gender equality across Sense.

We note that there has been a slight increase of 0.3% in our mean pay gap. Over 5 years this has only varied within a 2% margin and this year it’s in the middle of that margin. We’ve looked closely at why we have this gap and are comfortable that it’s because, while the majority of our employees are female, there’s a slightly higher proportion of male employees in our upper quartile roles which tips male mean gender pay slightly higher.

Looking at our male/female ratios across the pay quartiles, there have been slight variations across the quartiles.

Proportion of males in all quarters from 2017 onwards:

Quartile 12526262625%
Quartile 22520201817%
Quartile 32017171920%
Quartile 42124202119%

From our regular pay reviews, we are confident that men and women at Sense are paid equally for the same or similar work across the business and we are satisfied that there are no underlying equal pay issues.

Looking ahead

Once again, we are extremely proud to have no median pay gap in 2021. In April 2022 we are implementing the final elements to our rewards strategy. At the same time we increasingly focus on Equality, Diversity and Inclusion across our organisation and our work. We recognise its strategic value to our organisation. It makes us a better organisation to be part of.

We are committed to strengthening the diversity of our talent base and attracting the best people from all walks of life, as well as creating a workplace where people feel they belong and can bring their whole self. To support this commitment in 2022, we have recently appointed a Head of Talent Acquisition. This new role will allow us to have a more strategic and systematic approach to building a diverse and inclusive workforce for the long-term.

This year we plan to calculate and voluntarily publish our ethnicity pay gap and our disability pay gap. In transparency, we want to analyse and use this data about the diversity of our workforce to create meaningful change towards a fairer, more inclusive workplace.

Sense has calculated its gender pay figures in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

I confirm that the information in this statement is accurate.

Richard Kramer, Chief Executive