TRUSTEES' REPORT AND ACCOUNTS 2022 25
Financial sustainability
WE SAID WE'D… …AND WE DID IT BY… THE IMPACT ON ANIMALS
✚ grow and diversify our
income streams
✚ approving a plan to grow our engagement
and income generation over the next
three years
✚ As a strong and sustainable organisation,
we'll continue to support the animals most
in need
✚ continue to invest in our
strategy and the 10 work
streams in our strategic
transformation programme
✚ appointing an assistant director for
transformation and streaming our transformation
work into four programmes
✚ delivering critical foundational aspects of
our digital programme
✚ broadening our Animal Journey programme
to focus on providing an end-to-end service
that puts animal welfare first
✚ defining a 3-Tier prevention approach
✚ initiating our brand programme
✚ completing our management information
programme
✚ We will continue to evolve our organisation
to be more flexible, efficient and effective,
enabling us to help more animals who need us
✚ sell our former head office
building at Southwater
✚ completing the sale and committing to
hybrid working on a long-term basis for most
office-based staff
✚ Hybrid working means we can attract and
retain dedicated and talented people who want
to contribute to animal welfare, wherever they
are based and whatever their circumstances
✚ change our procurement
approach to deliver
increased value
✚ reviewing our strategy and completing a
roadmap to strengthen our commercial activity
and relationships with key suppliers
✚ Securing better value from our suppliers
will ensure we maximise our work's impact on
animal welfare
Gender pay gap
Our mean gender pay gap is 13.8 percent, a reduction of
1.5 percent on 2021's figure. The median gender pay gap has
remained fairly static at 18.2 percent (against 17.9 percent
in 2021). The mean gap reduction indicates a gender pay
disparity reduction across the organisation as a whole.
The larger median gap reflects our entry-level roles being
filled predominantly by women, a situation seen in other
animal welfare charities. We are developing an action plan
to address this and hope to see a slight decrease in both
our mean and median pay gap by 2024.
Pay progression
During 2019/2020, we removed our previous incremental
pay framework and moved to an affordable, transparent and
market-based pay range approach. In 2020, we committed to
working with Unite the Union to resolve any pay anomalies
arising from this change. After constructive and collaborative
discussions and a member ballot, we put a new pay framework
in place and made an investment to rectify anomalies.