Finances and pay

Our approach to pay

This information is correct as at April 2019.

In April 2019 we employed 321 people based:

  • in our offices in Belfast, Cardiff, Chesterfield, Glasgow and London
  • at home supporting our volunteers and our work in local communities

We believe that although the charity sector can’t, and shouldn’t, compete with the commercial sector on pay, we must offer a fair salary for the skills, experience, competencies and behaviours that we need to run a high performing, cost-effective and successful charity.

A new market-based pay system was developed during 2018 and introduced in January 2019 as part of new Versus Arthritis employment terms. All employees on Arthritis Care and Arthritis Research UK employment terms have been offered the opportunity to move across to the new terms and supporting policies. As at April 2019 over 80% of employees had elected to accept the offer.

Our pay policy applies to all job roles within the Charity, including the CEO and Directors. The policy is underpinned by our commitment to pay all employees, including apprentices and interns, at least in line with the real Living Wage/London Living Wage (as determined by the Living Wage Foundation) as well as principles of open transparent communication; fairness; respect and consistency and value for money. Our aim is the effective operation of a fair, straightforward and transparent pay system based on objective criteria and free from gender bias.

To ensure rigour and objectivity we use a specialist reward consultancy to establish the salary for each role based on the value of the role in the external market. The target rate (basic pay) for each role is a spot salary which sits mid-way between the relevant job market median and upper quartile. This position allows the Charity to offer pay that is attractive to talented candidates whilst recognising our principles as a charity.

We are committed to a full market benchmarking exercise for all job roles every three years with an annual cost of living pay review in the intervening years. The decision to award any increase is made by the Board of Trustees taking account of a wide range of different factors including: affordability; overall financial viability and any financial constraints influencing the Charity; our performance as an organisation; the external market e.g. inflation, wider economic conditions and pay awards.

Salary banding Number of employees whose FTE salary falls within banding
£18,500–£19,999 8
£20,000–£24,999 73
£25,000–£29,999 54
£30,000–£34,999 54
£35,000–£39,999 45
£40,000–£44,999 40
£45,000–£49,999 9
£50,000–£54,999 10
£55,000–£59,999 15
£60,000–£64,999 2
£65,000–£69,999 1
£70,000–£74,999 0
£75,000–£79,999 0
£80,000–£84,999 0
£85,000–£89,999 1
£90,000–£94,000 2
£95,000–£99,999 2
£100,000–£104,999 4
£140,000–£145,999 1

 

Senior management pay

Following the merger of Arthritis Care and Arthritis Research UK in November 2017, a new leadership team was established to lead the Charity through a period of transformation.

As with all job roles, our transformational leadership team’s pay is reviewed annually and is benchmarked with other salaries in the relevant job market. Members of the transformational leadership team are highlighted in the table below as TLT.

The performance of our chief executive officer and members of our transformational leadership team is assessed against the same criteria as all other employees in line with our approach to individual performance review and development.

We think it is important to publish the details of all roles paid a basic gross full-time equivalent salary of more than £60,000 a year (this information is correct as at April 2019). Where senior posts referenced, like our director of policy, health and social care improvement, are part-time roles, the actual salary is lower than the salary banding in the table below.

FTE salary banding Job title Gender FTE
£60,000–£64,999 Head of high value partnerships F 1.0
  Head of finance & procurement F 1.0
£65,000–£69,999 Head of policy & public affairs F 1.0
£85,000–£89,999 Director of communications and marketing (TLT) F 1.0
£90,000–£94,999 Director of involvement and services (TLT) M 1.0
  Director of policy, health and social care improvement (TLT) F 0.8
£95,000–£99,999 Director of income generation (TLT) F 1.0
  Director of organisational development (TLT) F 1.0
£100,000–£104,999 Director of transformation (TLT) F 1.0
  Director of digital, technology and data (TLT) F 1.0
  Director of finance and corporate services (TLT) M 1.0
  Director of research and programmes (TLT) M 1.0
£145,000–£149,999 Chief executive officer (TLT) M 1.0

Note: where no individuals fall within a £5,000 band in the table above the band is not included.

Our pay ratios

Our highest paid employee receives a gross annual pay of £145,500. Based on the April 2019 payroll reports, our lowest actual salary is £19,201 (2018: £18,500) and mean average salary is £35,544. The median average salary is £31,000 (2018: £30,928). The salary of the highest paid employee has not changed. This means that our highest paid employee earns 7.6 times more than our lowest paid employee (2018: 7.9), 4.1 times more than our mean average salary and 4.7 times more than our median average salary (no change on 2018 figures).

Gender pay ratios

This information is correct as of April 2019.

We are committed to equality, diversity and inclusion within the workplace and believe that diversity and inclusion are essential elements of a thriving and effective organisation. We want to cultivate a safe, motivating and inclusive working environment in which our people are treated as individuals who can fully participate and thrive in the organisation, where they feel valued for their contribution and can develop to their full potential and be the best they can be. We always strive to employ the best person for the job irrespective of gender and ensure that the benchmarked salary is visible at the point of recruitment advertising.

We support greater transparency around the reporting of gender pay differences and include the gender of employees earning a full-time equivalent salary of more than £60,000 per annum as part of our senior management pay table above.

For more information on our gender pay ratios please see our 2018 gender pay gap information document (PDF, 274 KB). Our 2019 gender pay gap report will be published later in 2019.

More details on how we’re governed and our finances can be found in our annual report and accounts.