Gender pay report 2022

Reporting our April 2022 Gender Pay Gap

On the snapshot date of 5 April 2022 we calculated our gender pay gap to be:

  • Median: 0.4% (up 0.4% from 0%)
  • Mean: 7.7% (down 0.6% from 8.30%)

The overall gender pay gap for the UK is around 14%.

This maintains our strong results over a number of years, as shown in the table below:

Mean Gender Pay Gap7.86%8.73%9.50%7.99%8.30%7.74%
Median Gender Pay Gap1.90%2.28%1.50%0%0%0.41%

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

Our overall proportion of female to male employees is unchanged at 80% female and 20% male. There have been slight variations in our proportions by quartile.

Proportion of males in all quarters over the years:

Quartile 12526262625%24%
Quartile 22520201817%17%
Quartile 32017171920%20%
Quartile 42124202119%18%

The government gender pay gap reporting requires us to compare average pay for men and women. At Sense we recognise that our employees may have different gender identities. To calculate our pay gap, we only use data for employees who identify as male or female.

This year we have 2,623 “relevant employees” and 2,365 “full-pay relevant employees”: these are defined in the UK gender pay gap legislation and help organisations to work out which employees to count when calculating their gender pay gap.

It’s notable that while our workforce has been growing, we have maintained our minimal gender pay gap and gender ratios.

  • Our mean bonus gender pay gap is -13.9%
  • Our median bonus gender pay gap is -13.6%
  • The proportion of male employees receiving a bonus is 5.4%
  • The proportion of female employees receiving a bonus is 7%

In the previous year our bonuses were paid to approximately 50% of our workforce (these included payments to frontline workers during the pandemic). The proportions this year are much lower, reflecting a small number of employee referral payments (paid when an employee recommends family or friends who we employ) and specific payments to employees in Northern Ireland. We have reviewed our bonuses and are confident that all are made available and are accessible to all relevant employees and so our bonus gaps are caused by the profile of our workforce and are fairly applied.


This is our third year of reporting no median pay gap. We expect slight variations from year to year and will monitor next year to ensure the slight change this year does not reflect a trend away from zero. We are pleased to see our mean pay gap is the lowest we have reported.

We are proud to be a social care employer with a majority of female employees at all levels of our organisation, from frontline to leadership, and that our pay remains fair at all these levels. It’s important to us at Sense that we continue to ensure our reward strategies support us in attracting, retaining, developing and including female employees throughout our organisation. While we continue to monitor and maintain this approach, our focus is now expanding to voluntarily reporting on pay gaps for disability and ethnicity.

I confirm that the information in this statement is accurate.

Richard Kramer
Chief Executive