Gender pay gap

Gender pay gap reporting

At Alzheimer’s Society, we are committed to equality, diversity and inclusion. We see this as an essential part of everything we do. We’re working hard to make continuous improvements and monitoring our progress to understand if our efforts are delivering the results we want to see.

One part of this is reporting our gender pay gap. Following equality regulation changes in 2017, all organisations with 250+ employees are required to publish statutory gender pay gap data.

What is a gender pay gap?

The gender pay gap shows the difference in pay between male and female employees in an organisation. It is defined as the difference between men’s and women’s hourly earnings.

If you lined up all the women who work here and found the median (middle) hourly rate and lined up all the men who work here and found the median hourly rate the difference between the two is the median gender pay gap.

It’s important to remember the gender pay gap measure is different from equal pay. People who work in the same role at Alzheimer’s Society are paid in the same pay band.

What is Alzheimer's Society's gender pay gap?

In summary, the headline gender pay gap at the Society for 2024 is 30.04% in favour of men. 

We are committed to narrowing the gap and have provided support to colleagues through:

• Continuing to run our Women in Leadership Development Programme (cohorts of 10-15 women in leadership roles), usually run twice annually
• Making changes to our family leave policy, particularly more attractive paid leave for fathers and greater flexibility over how it’s taken
• The introduction of regular pay benchmarking and adjustments to our job evaluation approach to ensure pay equity across all grades
• Our ‘New Ways of Working’ project which has reviewed different working practice models to meet varying employee needs, especially around caring responsibilities, resulting in the introduction of a hybrid working model
• Our recruitment transformation project, including a range of initiatives to support equitable recruitment opportunities and promote internal career progression
• A comprehensive review of the induction processes, including introduction of ‘This is Me’, an early, meaningful conversation tool to ensure new starters have everything available, wherever possible, for them to be themselves at work
• Our comprehensive range of Lived Experience Networks to offer peer support and influence EDI priorities, including the Endometriosis and Menstrual Health Network and Menopause Matters Network
• The recent appointment of our Associate Director of Inclusion to provide strategic direction and leadership on all aspects of equality, diversity and inclusion.

Why do we have a gender pay gap?

83% of our workforce is female. The gender pay gap at Alzheimer’s Society is reflective of the over-representation of women in lower salaried frontline roles and the larger representation of men in higher salaried roles. 

This is representative of wider societal employment trends, such as more women working part time, and a higher proportion of women working in the care sector in lower-paid roles.

Our data for reporting year 2024/25

Percentage of men and women in each hourly pay quarter

Mean and median gender pay gap using hourly pay

Percentage of men and women who received bonus pay

Mean and median gender pay gap using bonus pay*

Employee headcount

* "Bonus pay" at Alzheimer's Society predominantly takes the form of low value employee recognition awards, redeemable as non-cash vouchers.

Gender pay gap written statements

Read our Gender Pay Gap 2024-25 Written Statement

You can also read previous years:

• Gender Pay Gap 2023-2024 Written Statement
• Gender Pay Gap 2022-2023 Written Statement
• Gender Pay Gap 2021-2022 Written Statement
• Gender Pay Gap 2020-2021 Written Statement