Gender Pay Reporting

Helping all our staff reach their full potential

Whilst there has been a small narrowing of the mean gender pay gap over the last 12 months there is nevertheless further work for us to do to close the gap.

Chief Executive, Karen Biggs confirmed 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.

On a personal basis and as a female Chief Executive, supported by a female Chair I remain committed to developing female leaders and will continue to deliver leadership workshops for women within Phoenix.

Commenting on the results Chair of the Board of Trustees, Susan Kinnaird stated that: “As a Board we are pleased with the small narrowing of the gender pay gap – we remain 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.’’


Gender Pay Reporting

Mean gender pay gap 9.3%
Median gender pay gap 3.5%
Mean bonus gender pay gap 76.2%
Median bonus gender pay gap 40.8%
Percentage who receive a bonus 1.7%


  • Percentage of males who receive a bonus 3.3%
  • Percentage of females who receive a bonus 1.1%

Proportion of females and males in each quartile bracket

Upper quartile 39% male and 61% female
Upper middle quartile 25% male and 75% female
Lower middle quartile 29% male and 71% female
Lower quartile 26% male and 74% female