The Health Foundation is committed to reducing its gender pay gap, as part of a wider commitment to equity, diversity and inclusion (EDI).
This is the second year that we have reported on our gender pay gap. The results are based on 266 eligible employees. The results were taken on 5 April 2025.
- Our median hourly pay for men is £3.48 higher than for women. Our median gender pay gap is 10.9%.
- Our mean hourly pay for men is £4.48 higher than for women. Our mean gender pay gap is 12.7%.
Our gender pay gap 2025
The Health Foundation does not pay bonuses so there is no bonus pay gap to report.
Our workforce
In April 2025, the Health Foundation’s workforce was made up of 70.7% women and 29.3% men. 62.4% of job applications we receive are from women.
The gender pay gap at the Foundation is driven by the uneven distribution of men and women across the organisation’s pay quartiles.
Our pay gap over time
While this is the second year that we are required to publish our gender pay gap, we have also reviewed our retrospective gender pay gap. We are pleased that it has reduced from both a median and mean pay gap of 19% in 2020.
From 2024 to 2025, the pay gap remained effectively static – the median pay gap increased by 1% and the mean pay gap reduced by 0.9%. We will continue to monitor this.
Addressing our gender pay gap
EDI strategy
We have developed an EDI strategy and action plan, which includes several actions relevant to the gender pay gap.
Recruitment practices
We are continually improving our recruitment practices, including:
- introducing diverse interview panels
- broadening our approach to promoting vacancies, such as introducing job boards with a focus on diversity and explicitly encouraging applications from underrepresented and underserved groups
- ensuring all interviewers and hiring managers learn about EDI in recruitment training.
Benefits and family leave
We provide an attractive benefits package for all staff. This includes 10 days of paid carers/dependants leave, as well as 6 months’ full pay for new parents – covering maternity, paternity and adoption.
Learning and development
We are developing a new and inclusive leadership and management development programme, to include a focus on development opportunities for underrepresented groups.
Reward
We are a Living Wage employer. We are proposing a new pay and grading structure, with consistency and fairness in mind.
The Foundation is committed to reducing its gender pay gap and will continue to monitor, report on and address this.