Chief Executive, Karen Biggs commented that: “We continue to work with all our staff to support everyone in the organisation to be able to reach their full potential. At an organisational level we shall continue to review and monitor our processes to ensure that that there are neither real nor perceived barriers which are preventing individuals from fulfilling their full potential and achieving their career ambitions. Flexibility in working practice is imbedded in the culture of the Organisation which benefits the whole organisation.
Commenting on the results Chair of the Board of Trustees, Richard Hill, confirmed his commitment: “We are pleased with the positive steps that continue to be implemented to narrow the gender pay gap and I am delighted that this continues to be evidenced by the small gender pay gap. As a Board we are committed to ensuring that our people are rewarded fairly for their contributions, regardless of their gender. As an organisation we appoint people to roles based on merit regardless of gender. We fully endorse and support the commitment given by the Chief Executive and the actions proposed to address the gender pay gap.’’
Karen Biggs
Chief Executive, Phoenix Futures
Gender Pay Reporting 2024 Data
Mean gender pay gap
3.32%
Median gender pay gap
2.37%
Mean bonus gender pay gap
8.07%
Median bonus gender pay gap
4.0%
Percentage who receive a bonus
5.37%
Percentage of males who receive a bonus 6.67%
Percentage of females who receive a bonus 4.82%
Proportion of females and males in each quartile bracket
Upper quartile 32.59% male and 67.41% female
Upper middle quartile 32.59% male and 67.41% female
Lower middle quartile 27.41% male and 72.59% female
