Our approach to pay
This information is correct as at April 2021.
In April 2021 we employed 370 people based:
- in our offices in Belfast, Cardiff, Chesterfield, Glasgow and London
- 在国内支持我们的志愿者和work in local communities.
We believe that although the charity sector can’t, and shouldn’t, compete with the commercial sector on pay, we must offer a fair salary for the skills, experience, competencies and behaviours that we need to run a high performing, cost-effective and successful charity.
作为新的与关节炎就业条款的一部分，2019年1月推出了一种新的基于市场的薪酬系统。beplay体育怎么下载此后，有98％的雇员在以前的就业条款中选择转移到新条款和支持政策。
Our pay policy applies to all job roles within the Charity, including the CEO and Directors. The policy is underpinned by our commitment to pay all employees, including apprentices and interns, at least in line with the real Living Wage/London Living Wage (as determined by the Living Wage Foundation) as well as principles of open transparent communication; fairness; respect and consistency and value for money. Our aim is the effective operation of a fair, straightforward and transparent pay system based on objective criteria and free from bias. We have also recently signed up to the ‘Show the Salary’ campaign, committing to publish salary details on all of our job advertisements.
To ensure rigour and objectivity we use a specialist reward consultancy to establish the salary for each role based on the value of the role in the external market. The target rate (basic pay) for each role is a spot salary which sits mid-way between the relevant job market median and upper quartile. This position allows the Charity to offer pay that is attractive to talented candidates whilst recognising our principles as a charity.
We conduct a full market benchmarking exercise for all job roles every three years with an annual cost of living pay review in the intervening years. The decision to award any cost of living increase is made by the Board of Trustees taking account of a wide range of different factors including: affordability; overall financial viability and any financial constraints influencing the Charity; our performance as an organisation; the external market and wider economic conditions.
Senior management pay
As with all job roles the salary for each Director role is established and reviewed in accordance with our Versus Arthritis pay policy.
We think it is important to publish the number of roles paid a basic gross full time equivalent salary of more than £60,000 a year. 20 roles are paid at least £60,000 a year, and 10 of these roles are members of the Organisational Leadership Team.
This information is correct as at April 2021.
| FTE salary banding | Numbers of postholders | Management Level |
|---|---|---|
| £60,000–£64,999 | 9 | Senior Manager |
| £65,000–£69,999 | 1 | Senior Manager |
| £85,000–£89,999 | 2 | Organisational leadership team |
| £90,000–£94,999 | 3 | Organisational leadership team |
| £95,000–£99,999 | 1 | Organisational leadership team |
| £100,000–£104,999 | 3 | Organisational leadership team |
| £123,885 | Acting Chief Executive Officer | Organisational leadership team |
Notes:
- One of the above postholders works part-time, therefore their actual salary is lower than the salary banding shown in the table.
- Where no individuals fall within a £5,000 band in the table above the band is not included.
Our pay ratios
我们最高的薪水员工收到的年薪为123,885英镑。根据2021年4月的薪资报告，我们的最低工资是18,665英镑（2020：16,380英镑），平均平均工资为36,895英镑（2020年：36,612英镑）。平均工资中位数为34,080英镑（2020：33,670英镑）。薪水最高的员工的薪水大大降低。这是因为在首席执行官辞职后，临时安排就适当。薪水最低员工的薪水已大大增加（由于今年没有学生安排）。这意味着我们最高的薪水员工的收入比我们最低的薪水员工（2020：8.9）高出6.6倍，比平均平均工资（2020：4）高3.4倍，比中位平均工资（2020：4.3）高3.6倍。与前两年相比，我们薪水最高的员工与我们的平均薪水和中位薪水之间的差距有所下降。
Equality, Diversity and Inclusion: pay ratios
我们致力于在工作场所内的平等，多样性和包容性，并认为多样性和包容是繁荣有效的组织的重要因素。我们希望培养一个安全，激励和包容的工作环境，在该环境中，我们的员工被视为可以完全参与和壮成长的个人，他们为自己的贡献而感到珍视，并可以发挥其全部潜力，并成为最好的能力是。我们始终努力雇用最好的人来完成这项工作，并确保在招聘广告时可见基准的工资。
Gender pay ratio
我们支持对性别薪酬差异报告的更大透明度。
For more information on our gender pay ratios please see our2020 gender pay gap report（PDF，380 KB）。截至4月，此信息是正确的，符合性别薪酬差距快照的要求。我们的2021年性别薪酬差距报告将于2022年3月发布。
Ethnicity pay ratios
We support greater transparency around the reporting of ethnicity pay differences. We are currently developing our system capabilities and aim to report on ethnicity pay ratio’s following new HR System implementation, anticipated by April 2022.
More details on how we’re governed and our finances can be found in ourannual report and accounts.