Locality pay ratios

Locality is committed to equality. Our aim is to create a working environment in which all individuals are able to make the best use of their skills and talents, free from discrimination or harassment.

As part of this we pay employees fairly and consistently for the same roles, and we are committed to reporting on and learning from pay ratios and other data. We do not fall within the definition of organisations that have to produce such data for statutory compliance, but we are committed to publishing this information, learning from it and improving.

Our pay ratios

We commit to publish our pay ratios for gender, ethnicity, the ratio of staff to CEO pay, and comparing our lowest paid staff to the national Living Wage.

Our gender pay gap across the whole organisation is 19.5% (i.e., the mean salary of women is 80.5% that of men). In 2022 this pay gap was 19.8% and in 2021 it was 20%. This year’s is a slight decrease on the previous two years showing that we are continuing to close the gap.

The ethnicity pay gap in July 2023 was 15.4% compared to 8% in July 2022; this means that the mean salary of people who do not identify as White is 15.4% less than those who identify as White. This can be accounted for by the higher proportion of White staff at a senior level. We are working hard to close this gap.

The CEO pay ratio measures the ratio of the full-time equivalent CEO salary to the full-time equivalent of the mean salary of all other staff members. Our current ratio is 2.24. Last year it was 2.21 – a slight change due to new staff joining. This is lower than ratios elsewhere in the charity sector.

The Living Wage ratio compares the wages of our lowest paid staff to the national living wage as set by the Living Wage Foundation. In London our ratio is now 1.34, the same as in 2022. Outside London our ratio is 1.28 compared to 1.65 in 2022. This is because new staff have joined outside London. However it shows our lowest paid staff are still paid more than the national living wage.

We are continuing our work to close these gaps by:

Improving the diversity of our team through careful recruitment and selection processes that eliminate unconscious bias.
Providing training and development opportunities for our staff.
Supporting staff networks for women and people of colour.
Developing practical actions and guidance documents to support our staff and members to tackle inequality and discrimination.

We are committed to tackling discrimination and racism of all forms across our organisation, our membership network, and the wider charity sector. Find out more here.