Gender Pay Gap

We have a legal duty to report our gender pay gap information every year - and we welcome the opportunity. Gender pay reporting helps us assess our diversity as an organisation, evaluate our progress and put steps in place to improve. You can find a summary of our latest findings and actions (published April 2025) below and you can download an APDF of this year’s report by clicking this link: Download the RNIB Gender Pay Gap Report 2024

Closing the gender pay gap

“Equity, diversity, and inclusion are at the heart of everything we do. We must be the best organisation we can be if we are to make a real difference for blind and partially sighted people and that means we must attract the best people to work with us. Closing the gender pay gap at RNIB is a key part of this effort.

Our full 2025 gender pay gap report addresses gender pay disparities between men and women, in accordance with government requirements. At RNIB, we recognise and respect the diverse range of gender identities within our workforce, acknowledging that some of our colleagues may not identify as male or female.

I’m pleased to share that our April 2024 mean and median pay gaps have decreased compared to those for April 2023. This is progress but it’s not enough. We know we have much more to do.

In last year’s report, I mentioned we were optimistic that our gender pay gap was heading in the right direction. I’m pleased that, through our efforts, this proved to be the case.”

Matt Stringer

Chief Executive Officer, RNIB

RNIB’s gender pay gap

The mean and the median measures of the gender pay gap have both improved from our gender pay gap reporting on 5 April 2023:

• The mean gender pay gap is 6.9 per cent in April 2024, compared to 8.2 per cent in April 2023.
• The median gender pay gap is 5.7 per cent in April 2024, compared to 7.3 per cent in April 2023.

Alongside the mean and median measures, the gender pay gap legislation also requires the reporting of pay quartiles. Pay quartiles sort colleagues into four equal sized groups from the lowest paid to the highest paid, based on hourly pay. The pay quartiles then show the proportion of male and female colleagues in each band.

The gender pay gap is different from equal pay, which formed part of the 2010 Equality Act. The act prohibits discrimination on grounds of race and gender and other protected characteristics and involves females and males or White and ethnic minority employees being paid the same for like/similar work.

The gender pay gap is the difference in average pay between all females and males regardless of the work they perform.

We must report both the mean and median pay gaps. The median pay gap usually gives a better representation of the experience of the ‘typical’ employee as it’s the difference between the midpoint ranges of earnings of all male and female employees.

Closing our gender pay gap

There are several valuable initiatives across RNIB to drive progress on closing our gender pay gap.

Accessibility, Diversity and Inclusion (ADI)

RNIB has a dedicated Accessibility, Diversity, and Inclusion (ADI) team. We’re creating a culture of equity, where individuals of all abilities and backgrounds are welcomed, supported, and empowered. We’re striving to build a workplace and community where everyone can contribute their unique talents and experiences and where diversity is seen as a strength that drives RNIB’s success.

Inclusive recruitment and selection

RNIB strives to provide equitable opportunities to attract and retain talented professionals. During the recruitment process, a candidate’s application is anonymised to mitigate any unconscious gender-based biases during the hiring process. As part of our mission in improving pay equity we clearly state salaries on all job adverts. This transparency can mitigate pay gaps that exist due to unconscious bias, as well as facilitating fair negotiation.

Colleague networks

RNIB has five colleague networks: a disability network, a LGBTQ+ network, the Race Forward network (race and ethnicity), VIBE (visual impairment and blind experiences) and a women’s network.

The women’s network is pivotal to raising awareness of issues that impact those who identify as women, challenging the status quo and interrogating gender pay gap and equal pay data.