Gender Pay Gap

We report on our gender pay gap every year. This is a legal requirement for an organisation of our size. You can read all the reports we’ve submitted since 2017 by clicking on the links, below, or by visiting the government’s Gender Pay Gap Service.

• Gender pay gap report April 2023

• Gender pay gap report April 2022

• Gender pay gap report April 2021

• Gender pay gap report 2019/2020

• Gender pay gap report 2019

• Gender pay gap report 2018

In our most recent results (April 2023), we reported a 16% median gender pay gap. This is a fall of 8.1% percentage points since our first report. However, our pay gap is higher than the UK as a whole, so we have work to do.

We commit to reducing our gender pay gap. In 2024, we will:

• Continue our inclusive recruitment training: This aims to improve the representation of women at all levels of seniority, as well as other identities underrepresented in our organisation.

• Develop our colleagues’ skills: We’ll help prepare our mid-level and senior managers for future Executive-level roles. This will include our mentoring programme, new leadership development programmes and career sponsorship.

• Attract more women into senior roles: We’ll use our staff diversity data to identify roles across the organisation where women are least represented. This data will allow us to enhance our advertising and talent attraction campaigns to encourage more women into senior management positions. This work will be supported by our Talent Acquisition Manager and form part of the ‘Representation’ objective of our 2022-2026 EDI strategy.

• Continue to review our family-friendly policies: This will reduce the impact of caring responsibilities on career progression, encouraging more women into senior level roles and more men into roles at lower pay bands.

Read more about our work to improve equity, diversity and inclusion (EDI) at Anna Freud and download our 2022-26 EDI Strategy.