Gender pay gap
At DEBRA UK, we are committed to fairness, equality and inclusion. As part of this commitment, and as an organisation with more than 250 employees, we publish our annual Gender Pay Gap information in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations.
The gender pay gap is a measure of the difference in the average pay of men and women regardless of the nature of their work across the entire organisation.
Our Gender Pay Gap Results 2025
Our latest Gender Pay Gap data shows:
- Median gender pay gap: 2.97%
- Mean gender pay gap: 15.23%
The median figure represents the difference between the middle hourly earnings of men and women and is often considered the most representative measure of typical pay across an organisation. A median gap of 2.97% indicates that male and female colleagues are paid broadly comparably across the organisation, which is significantly better than the UK average of 12.80% (source: Gender pay gap in the UK – Office for National Statistics).
The mean figure reflects the average hourly pay of men and women and is more sensitive to the distribution of roles and seniority levels. Our higher mean gap is largely influenced by the composition of our senior leadership team, where a small number of highly paid roles are currently held predominantly by men. This impacts the overall average, even though the number of roles at this level is limited.
Importantly, DEBRA UK does not have unequal pay for men and women performing the same or equivalent roles. Our gender pay gap reflects workforce structure rather than differences in pay practice.
Understanding Our Workforce
As a charity with a strong retail presence, DEBRA UK employs a high proportion of women, particularly in shop-based, fundraising and operational roles. These roles are typically paid within similar salary bands and contribute positively to our low median pay gap.
The mean pay gap is influenced by:
- A small number of senior roles with higher salaries
- Current gender representation within senior leadership
- The impact of pay averages when there is a limited population at the top of the organisation
Our Gender Pay Gap Action Plan
We recognise that reducing our gender pay gap requires sustained, long-term action. Our focus is on addressing representation, progression and opportunity across all levels of the organisation. Key actions include:
- Mandatory inclusion of our family‑friendly and flexible working policies in all job adverts, using standardised wording approved by the People team.
- Removal of gender‑coded language from job adverts, using standardised inclusive wording to reduce bias at attraction stage, with compliance monitored by the People team.
- Mandatory inclusive recruitment training for all line managers involved in recruitment, with completion tracked and refreshed periodically.
- Targeted mentorship scheme introduced in 2026 to support progression into higher‑paid roles.
Our Commitment
While we are encouraged by a low median gender pay gap, we acknowledge that there is more to do to improve representation at senior levels and to reduce the mean pay gap over time. We remain committed to building an inclusive organisation where everyone has equal opportunity to thrive, develop and progress.
We will continue to review our progress annually and to take meaningful steps to ensure DEBRA UK remains a fair, supportive and inclusive place to work.