Gender Pay Reporting

Maintaining our Commitment to ensure that all staff reach their full potential 

In 2022 we reported that there had been a significant positive movement in the mean gender pay gap which for the first time had fallen to below 5%.  We are delighted that this trend has continued into 2023 and that we are now able to report a figure approaching 2%, which is also consistent with the reported median gender pay gap.

Chief Executive, Karen Biggs commented that: “The major emphasis and focus on Equality and Diversity continues to influence the way we work with all our staff to support everyone in the organisation to be able to reach their full potential.  Flexibility in working practice is imbedded in the culture of the Organisation which benefits the whole organisation and has in turn facilitated more women to take up senior roles which is highlighted by the further narrowing of the mean gender pay gap.

The work of the internal Equality, Diversity and inclusion Group, has been instrumental in supporting the organisational approach.  I am confident that the Group will continue to support the work across the Organisation in ensuring that there are neither real nor perceived barriers which are preventing individuals from fulfilling their full potential and achieving their career ambitions. 

On a personal basis and as a female Chief Executive, I remain committed to developing female leaders. I am delighted that 65% of the places on the recently launched senior management development programme have been taken by women and that internally female managers feel able, confident and supported to access these development opportunities.”

Commenting on the results Chair of the Board of Trustees, Richard Hill, confirmed his commitment: “As a Board we are pleased with the positive steps that continue to be implemented to narrow the gender pay gap – I am delighted that in my first report as the Board Chair that this commitment is also reflected and evidenced at Board level with three new female trustee appointments.  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 ongoing actions to address the gender pay gap.’’ 

Karen Biggs

Chief Executive, Phoenix Futures


Gender Pay Reporting 2023 Data

Mean gender pay gap 2.3%
Median gender pay gap 2.4%
Mean bonus gender pay gap 28.5%
Median bonus gender pay gap 26.3%
Percentage who receive a bonus 3.98%


  • Percentage of males who receive a bonus 4.27%
  • Percentage of females who receive a bonus 3.83%

Proportion of females and males in each quartile bracket

Upper quartile 31.45% male and 68.55% female
Upper middle quartile 37.40% male and 62.60% female
Lower middle quartile 33.87% male and 66.13% female
Lower quartile 29.27% male and 70.73% female