As of April 2018, all organisations that employ 250 people or more are required to report on their gender pay gap.
What is the gender pay gap?
The gender pay gap is a measure of workplace inequality, expressed in terms of a comparison between men's and women's average hourly rates of pay.
It provides a framework within which gender pay gaps can be identified so that, both inside and outside of the workplace, employers and society at large can think constructively about why gender pay gaps exist and how we can all work to minimise them.
The gender pay gap compares pay of all men and women across a workforce without considering differences in roles, experience, and qualifications. The gender pay gap is not the same as 'equal pay' – paying men and women equally for performing identical roles – which has been a legal requirement since 1970.
Our gender Pay Gap and Bonus Gap results*
Pay gap
15.4% Mean Hourly Rate
12.5% Median Hourly Rate
Bonus gap
36.7% Mean
100.0% Median
Portion of women and men receiving bonus
6.6% Women
4.2% Men
Our workforce
| Quartiles | Men | Women |
|---|---|---|
| 1 | 112 (13%) | 775 (87%) |
| 2 | 93 (10%) | 795 (90%) |
| 3 | 98 (11%) | 789 (89%) |
| 4 | 195 (22%) | 693 (78%) |
| Total | 498 (14.0%) | 3052 (86.0%) |
*Data reflects the organisation on the snapshot date of 5 April 2023. Bonus data reflects refer a friend bonus £500 per referred candidates and recruitment bonuses for specialist roles. A special bonus awarded for employees in Wales in August 2022. For those on MC Clinical and Clinical Support T&Cs, which mirror AFC pay rates and one-off bonus.
Our gender pay gap results are driven by a combination of the following factors:
Our current and future efforts in closing the gap
During 2023 we continued initiatives which over time will positively impact our gender pay gap, including:
In January 2023, we implemented our new Marie Curie Terms and Conditions for Clinical and Clinical Support which was a series of compensation and benefits related improvements for employees in clinical and clinical support roles (approx. 2300 colleagues, of which approx. 90% were women). In July 2023, we implemented an increase to basic salary of either 5% (England, Wales and Northern Ireland) or 6% (Scotland), which was backdated to April 2023 (and will have a positive impact in next year’s figures).
High-Cost Living Allowance (HCAS) was implemented for Clinical and Clinical Support roles in South-East England in May 2023 and will have a positive impact in next year’s figures.
Flexible job design and inclusive practices – we promote and offer our people at every level, the flexibility to establish both work-life balance and a working pattern that is right for them, and we maintain policies and practices that reflect the culture of inclusion we are striving for. Our workplace evolution initiative has seen more roles change from five days in the office to either flexible or fully remote roles.
Inclusive leadership development – a series of actions which focused on the development of leaders and how they create and foster engagement and performance in an inclusive manner. Our various senior leadership training programmes have had at least 83% of women on each course over the last 12 months.
We are committed to addressing the gender pay gap and are aware that it will take time for our efforts to be reflected in the reported figures. Our efforts in the above-mentioned areas will continue in the upcoming years and they will be integrated with actions in talent acquisition.
