Gender pay gap at Sense

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

Our gender pay gap

We have reported our gender pay gap for the third time. This year’s data was calculated at April 2019. Our data shows:

  • We have 79% female and 21% male employees
  • Our median pay gap is 1.5%
  • Our mean pay gap is 9.5%
  • Our gender split by quartile is below (Quartile 1 is higher paid, Quartile 4 lower paid)


Gender Quartile 1 Quartile 2 Quartile 3 Quartile 4
Male 26% 20% 17% 20%
Female 74% 80% 83% 80%

This shows a small year on year decrease of -0.8% for our median gender pay gap.

Because of the way it’s calculated, it’s very unlikely that a gap will stay exactly the same each year, and this year’s gap is our lowest to date, but we still want to see it reduce towards zero.

Our gender pay gap is much lower than the UK average of 17.3%, and the average for our sector of 17.7%.

Our action plan

We’ve set as our priority that we want to reflect our diversity in recruiting into support roles and in developing employees into leadership roles and we’re continuing work on our action plan to achieve this and reduce our gender pay gap. This action plan is led by our equality and diversity group.

We’ll continue to report our progress in April each year.

Find out more

Read the report in full, or previous annual reports, below.