Pay gap reporting

Gender pay gap

Download the 2022 gender pay gap report

Each year CIPFA publishes a gender pay gap report, identifying differences in both hourly salary and bonus payments between men and women working for the institute. Due to our size, we are not legally required to publish our gender pay gap. Doing so is in keeping with our commitment to equality, diversity and inclusion, and helps hold us to account.

The 2022 report accounted for 210 staff members, of whom 99 were men and 111 were women. With a 19% mean gender pay gap and a 17% median gender pay gap, we see an improvement on the mean gender pay gap in comparison to April 2021. However, the median gender pay gap has increased significantly from the equivalent figure in 2021.

We continue to have a higher proportion of men at the higher end of the upper quartile, which impacts heavily on our current gender pay gap. As a relatively small organisation, any changes to headcount will also affect these numbers.

We continue to recognise the need to improve on our gender pay gap and in 2022 we have actively been working to encourage more women to apply for senior positions. We are confident that we have a fair and consistent approach to paying individuals and we are committed to being an equal opportunities employer and appointing the best candidate for each role, regardless of their gender or other personal characteristics.

Ethnicity pay gap

Download the 2023 ethnicity pay gap report

The 2023 ethnicity pay gap report is a new report for CIPFA. The ethnicity pay gap is calculated in the same way as the gender pay gap, and shows the difference in average pay between employees from ethnic minority backgrounds in a workforce, compared to ‘white’ employees.

The 2023 report accounted for 219 members of staff. Of those employees, 22% are from ethnic minority backgrounds. As the 2023 ethnicity pay gap report is a new report for CIPFA, there is no historical data on which to compare this year’s ethnicity pay gap. At CIPFA, although our ethnicity pay gap is marginally more positive than the national picture, we recognise that our 54 highest paid employees are not as ethnically diverse as the lower paid quartiles.

Our new diversity monitoring form, as well as improvements to our new starter onboarding process, has vastly improved the data we hold about our employees to enable reporting and analysis. However, our new ability to report on the ethnicity pay gap moves our equality, diversity and inclusion ambitions forward by identifying trends and areas for development and improvement. In order to create a more inclusive and diverse workplace, we will now be actively developing the ethnicity reporting further. We will also be working to encourage further ethnic diversity into the roles that fall within our upper quartile.

We are focusing on making CIPFA a place where people are inspired to come and work.