Why gender pay transparency matters across the sector
A gender pay gap shows the difference in average pay between men and women across an organisation. It is not about equal pay for the same role, but about how pay is distributed across the workforce, including who holds senior, higher-paid positions.
Tracking and reporting on this matters. While we are not currently required to publish a gender pay gap report under UK legislation due to our organisation size, we believe it is important to be transparent and accountable in this area. It helps organisations understand where inequalities exist and, importantly, where action is needed. While progress has been made nationally and across the sector, women continue to earn less on average than men, and achieving lasting pay equity requires sustained focus and transparency.
According to a recent survey in 2025 by the Civil Society, the average mean gender pay gap across the charity sector remains around 9.3%, meaning women earn approximately 94p for every £1 earned by men.
At leadership level, the picture is more pronounced, with a reported gap of 10.6% between male and female charity CEOs (ACEVO Pay and Equalities survey). This reflects a persistent challenge across the sector, where women are still underrepresented in the most senior and highest-paid roles.
What our latest gender pay gap data shows
At Emerging Futures, our mean gender pay gap is now 2.9%, and our median gender pay gap sits at 3.8%.
These latest figures show a small increase since our 2025 report, when we were proud to have achieved gender pay parity. While our gender pay gap has risen slightly, it continues to sit well below the sector average, and we remain committed to transparency, equality and continuous improvement in this area.
Emerging Futures pay quartiles
Looking beyond the headline figure tells a more nuanced story. We are seeing positive change at senior levels, with women well represented in our highest-paid roles, challenging a pattern that persists across much of the sector. At the same time, women remain overrepresented in lower-paid roles, which continues to influence our overall pay gap.
This balance highlights both the progress we have made and the work still to do. While we are moving in the right direction, creating more consistent opportunities for progression across all levels of the organisation will be key to sustaining and strengthening that progress.
| Quartile 1 (upper earners) | Quartile 2 (upper middle earners) | Quartile 3 (lower middle earners) | Quartile 4 (lower earners) | |
| Male | 40% | 42% | 44% | 32% |
| Female | 60% | 58% | 56% | 68% |
Embedding equality, diversity and inclusion
This year’s data is just one part of a much bigger picture. Alongside our ongoing focus on pay equity, we are continuing to strengthen our wider approach to equality, diversity and inclusion. All staff have now completed organisation-wide e-learning, and in-person EDI training is being rolled out across teams this year to support deeper understanding and meaningful change in practice.
We are committed to building a workforce that champions equality, values diversity, and creates a genuinely inclusive culture. We believe that the strength of Emerging Futures lies in the different perspectives, experiences and voices within our organisation, and we will continue to invest in creating an environment where everyone can contribute and thrive.
