2021 Gender Pay Gap Report - Institute of Cancer Research
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2021 Gender Pay Gap Report
This report sets out gender pay gap data from The Institute
of Cancer Research, London, for 2021 – the fifth year since
reporting became mandatory.
All organisations in the UK with roles more often than women, there is drive progress in this area – including
more than 250 employees are likely to be a gender pay gap, and we standardising salary scales, reviewing
now required to publish results on know this is an issue common across our reward policy, updating our training
their gender pay gap each year. the scientific research sector. At the around recruitment and appointing the
ICR, we also have clinical academic majority of new roles at the market
The gender pay gap is the difference in staff whose pay is determined by median to ensure consistency.
pay between men and women across all the NHS and the University and
jobs at an organisation. The gender pay Colleges Employers’ Association, However, looking back at our pay gap
gap differs from equal pay comparisons, and this too impacts our pay gap. over the past five years, we can see
which deal with differences between that our mean gender pay gap has
men and women who carry out the same Promoting gender equality is a key persisted at around 18%, and our mean
jobs, similar jobs or work of equal value. strategic priority for The Institute of gender bonus pay gap has increased.
Cancer Research (ICR), as recognised There is further work to do, and in this
The gender pay gap is influenced in our Athena SWAN Silver award. report we reflect on the impact of the
by a range of factors, including the We are committed to fostering an steps we have taken so far, as well as
demographics of an organisation’s inclusive culture which promotes barriers to progress and the actions
workforce. If men, as in many equality and values diversity, and we we need to take to overcome them.
organisations, tend to occupy senior have put in place various measures to
I want the ICR to be a workplace
Our gender pay gap – 2021 which reflects our wider community,
and where everyone feels valued
The mean pay gap is the difference anyone who was paid maternity leave, and supported at each stage of
between the average hourly pay rate statutory or less than full occupational their career. Our strength lies in our
of men and women while the median sick pay during this period).
diverse workforce – we need differing
pay gap is the difference between the
midpoints of hourly earning when men This report covers 1,101 members perspectives and insights to enable
and women are ranked separately. of staff who were paid their regular a creative, vibrant and successful
salary in April 2021, of whom 639 culture. Like most places, we have
Our figures are based on individuals’ (58%) were female and 462 (42%) work to do as we strive for equity in
pay during March 2021 (excluding were male. the workplace – and I am committed
to playing our part in tackling systemic
The mean
gender pay
gap is
18.8% The median
gender pay gap is
7.9% barriers in academia, and to making
meaningful progress in addressing
representation in the workplace.
(17.9% in 2020, 21.0% in 2019, (10% in 2020, 9.5% in 2019,
17.9% in 2018, 18.4% in 2017) 6.4% in 2018, 7.7% in 2017) Professor Kristian Helin,
Chief Executive of the ICROur gender pay gap – five-year trend
60%
50%
40%
30%
20%
10%
0
Mean gender pay gap Median gender pay gap Median gender bonus gap Mean gender bonus gap Proportion of males Proportion of females
receiving a bonus receiving a bonus
2018 2019 2020 2021 2022
Here, we can see the ICR’s five-year The new system allowed us to This is an issue faced across the
trend data for our gender pay gap. standardise salary scales, and wider sector – but that doesn’t
ensures recruiting managers diminish the importance of tackling
Our mean gender pay gap has appoint new roles at the market it. We are continuing to take actions
persisted at around 18%. median to ensure consistency. to address the distribution of staff
In this period, we implemented a new roles, and to reduce our gender pay
However, the ICR’s gender pay gap, across our organisation, with
performance-based salary review gap continues to be driven by the
system – introduced in August 2019. a focus on representation among
distribution of male and female staff our senior leadership roles.
As part of the transition to the new across our workforce – there are
system, we reviewed pay for all staff more men in higher-graded roles and
groups and benchmarked against similar more women in lower-graded roles.
organisations and sectors – which
resulted in a series of scale uplifts.
Why we have a gender pay gap?
The gender pay gap at the ICR We have undertaken analysis beyond Clinical academics – The ICR
reflects the fact that more men the statutory reporting minimum has more male than female senior
than women occupy senior, more to identify the main contributing Academic Clinical Consultants (typically
highly paid roles – which is an issue factors to each pay gap. We have Professors, Heads of Division and
common across scientific research. combined these with the following to senior researchers). This imbalance
understand and make recommendations has been identified as a factor across
We are committed to changing our to close the gender pay gap: the overall higher education sector’s
balance through how we recruit gender pay gap, and accounts for
at senior levels and supporting the • Data on job categories and pay 4.7 percentage points of the mean
progression of more women in their grades and their individual pay gap gender pay gap at the ICR. Pay
careers at the ICR. However, we • Data on ICR career paths and for clinical staff is determined by
recognise that there are continued progression by gender the NHS and the University and
challenges in meeting these aims – in • Benchmarking data from Colleges Employers’ Association.
part because of the wider context in UCEA and AdvanceHE.
which we carry out recruitment even The retention of clinicians in academic
with our new systems and processes We have identified certain staff groups clinician roles after PhD is a known issue
– and we know that successfully where the difference in pay between across the sector, both in the UK and
addressing our balance at the top men and women is making a particularly internationally. Within this group, the
levels will take some time to deliver. large contribution to the overall pay gap. proportion of women in clinical academicroles declines with seniority, both reaching this stage. The current cohort Professional Services Directors –
nationally and at the ICR. The ICR and of clinical postdocs is currently gender In 2020 the pay gap for Professional
The Royal Marsden (through our joint balanced – four men and four women. Services Directors was 1.6%, but
National Institute for Health Research this increased by over 17 percentage
Biomedical Research Centre) have a Professional Services grades – points to 18.8 % in 2021. The Corporate
programme of actions aimed at creating The Professional Services category Services Director group is made up
a sustainable clinical academic career (excluding Director grades) also has of a small number of staff (on
pipeline, supporting clinical academic a large gender pay gap at 15.6%, 1 April 2021 there we had 8 Corporate
researchers in the transition from PhD although this does represent a Directors) and as such any changes
to postdoctoral research. This work is reduction of 6 percentage points from in personnel can have a dramatic
covered in more detail in the section of 21.6% in 2019. The new pay system impact on the gender pay gap.
this report discussing the actions we standardised pay scales at the new
have taken so far. It has so far led to a pay grades 1 and 2 (the ICR’s highest
steady increase in the overall numbers pay grades after Director level) – and
of postdoctoral clinical researchers and contributed towards a reduction in
an increase in the proportion of women the pay gap for staff in this group.
Pay quartiles
Band Reporting year Males Females Description
Lower quartile 2022 35.74% 64.26% Includes all employees
whose standard hourly
2021 35.77% 64.23% rate places them at
or below the lower
2020 32.08% 67.92% quartile.
2019 33.70% 66.30%
2018 32.17% 67.83%
Lower middle quartile 2022 34.30% 65.70% Includes all employees
whose standard
2021 34.67% 65.33% hourly rate places
them above the lower
2020 34.85% 65.15% quartile but at or
below the median
2019 38.18% 61.82%
2018 41.25% 58.75%
Upper middle quartile 2022 41.67% 58.33% Includes all employees
whose standard hourly
2021 40.51% 59.49% rate places them
above the median but
2020 42.05% 57.95% at or below the upper
quartile
2019 42.75% 57.25%
2018 40.10% 59.90%
Upper quartile 2022 56.88% 43.12% Includes all employees
whose standard
2021 57.66% 42.34% hourly rate places
them above the upper
2020 56.06% 43.94% quartile
2019 55.64% 44.36%
2018 55.43% 44.57%At the ICR, bonus payments are not our
main reward mechanism. Our pay policy
awards a bonus (non-consolidated) Our gender bonus gap – 2021
standard percentage of salary
payment to staff who are awarded a
‘Successful with bonus’ appraisal rating.
If an employee was awarded a higher
performance grade of ‘Outstanding’, this
The mean
gender bonus
gap:
49.4% The median
gender bonus
gap:
25.4%
would give them a larger consolidated (52.9% in 2020) (39.7% in 2020)
salary increase but not a one-off bonus.
In 2021 more women received an
‘outstanding’ rating than men, which
resulted in a consolidated pay rise rather
The proportion of
male employees
receiving a bonus:
23.1% The proportion of
female employees
receiving a bonus: 20.4%
than a bonus. (17.3% in 2020) (15.8% in 2020)
i In 2021, 0.65% of the total pay
bill was paid on staff bonuses. bonus payment during the period and A further reason why female staff received
more women were awarded a bonus smaller bonus payments than their male
The gender bonus gap analysis covers (21% vs 19% of men). counterparts is that 29% of women
those staff who received a non- who received a bonus work part-time,
The mean gender bonus gap in this compared with 4.5% of men who received
consolidated payment to recognise
most recent period was 49.4% (a a bonus. Bonus payments are pro-rated for
outstanding performance between
decrease of 3.5 percentage points part-time staff, which means that a part-
1 April 2020 and 31 March 2021. Under
since last year) with men receiving an time member of staff will receive a lower
our pay and reward system, 251 staff
average bonus payment of £1,038.89 bonus than a colleague working full-time
received bonuses in 2021, compared
and women receiving £526.19. The on the same salary. If we were to calculate
with 180 in 2020.
much higher average bonus payment the bonus gap based on everyone working
The mean and median bonus gaps have made to men reflects the higher full-time, the mean would be 49.92%
both decreased in 2021. We believe this number of men in senior roles, instead of 49.4% and the median would
is because more staff were awarded a particularly scientific leadership roles. be 17.85% instead of 25.4%.
Progress to date Actions to address the
gender pay gap
The ICR has put in place a series of actions to address our gender pay gap.
Here, we reflect on progress against existing actions and update on some We are committed to reducing our
new steps we are taking. gender pay gap by changing how we
recruit at senior levels and supporting
1 2 the progression of more women in
their careers at the ICR. However, we
recognise that there are continued
Since the introduction of the The establishment of uniform salary challenges in meeting these aims – part
new pay and reward policy scales for the majority of job families because of the wider context in which
in 2019, new recruits have in 2019 also continues to have a we carry out recruitment even with our
been appointed at the market positive impact on the gender pay new systems and processes – and we
median salary for their role. gap within these job families. anticipate that successfully addressing
A few exceptions have been our balance at the top levels will take
made, which have to be
justified – e.g. the applicant
has significant experience, or
3 some time.
The ICR is working towards a balanced
the role has been particularly Our line managers are all encouraged distribution of men and women at all
difficult to recruit to. to undertake recruitment training levels. Here we provide updates on our
including on unconscious bias and ongoing gender pay gap action plan and
fair recruitment practices. This will note new or revised actions.
be made mandatory in 2022.ACTION ACTION ACTION
1 NEW 2 NEW 4 ONGOING
Reduce underrepresentation of Identify and address any gender Use pay clubs and research and university
women in senior roles differences in new recruits being networks to understand how other
appointed at above the market mean institutions are reducing their pay gap.
• Ensure that executive search
agency agreements for Faculty • Capture the reasons for each decision • Use pay gap information to identify
and Director appointments to appoint above market mean, analyse how other organisations (not only higher
include commitments to provide by gender of candidate and identify education or research organisations)
representative shortlists by further actions to address if necessary. are progressing in this area. Consider
ethnicity and gender and that whether any of their approaches would
agencies are challenged in the be appropriate for the ICR.
actions they have taken.
ACTION The following programmes and activities
• Where executive search is not also contribute to reducing the gender
used, ensure that single ethnicity
and single gender shortlists
3 NEW pay gap:
• Athena SWAN: five-year action plan
are challenged. Reduce the bonus gap
addressing gender equality, covering:
• Ensure that all recruitment • Prepare clear guidance for Division
panellists have participated in - Career pipelines and gender differences
Heads and Team Leaders on making
up-to-date recruitment training within them
recommendations for bonuses.
(a new shorter training course - Work life balance
Ensure that these reflect the ICR’s
will be available shortly) and - Support for parents and carers
commitment to research excellence
that a refresher course is made - Recruitment
and provide clarity and consistency on
mandatory. - Promotion
appropriate bonus levels.
- Culture
• We will provide reasons for rejection • Reinforce the guidance around - Public engagement
at shortlisting and interview for appraisal ratings in 2022 and compare
90% of candidates to all ICR job • Support for clinical academics:
allocation of ratings with 2021 to
vacancies in the period January- including the Clinical Academic Forum,
identify outliers before implementation.
October 2022. This will provide BRC bridge funding, clinical academic
the evidence base for further • Conduct equality impact assessment mentoring programme and Pathway
actions to address the differences on the appraisal ratings from 2020- to Independence programme for
in shortlisting and appointment 2022 under the new pay and reward clinical academics
by gender. system to identify any issues.
Next steps
At the ICR, we know that a more We have made significant progress in our From the past five years of producing our
diverse workforce leads to a stronger work to address gender equality through gender pay gap report, we can see that
organisation, as we all benefit from the work of our Athena SWAN Steering achieving meaningful change and impact
different ideas, experiences and Group, which is now implementing a is difficult and takes time. We aim to build
viewpoints. four-year action plan to further enhance on the lessons we have learned and to
representation and equality. continue to move in the right direction –
It is important that the ICR reflects the towards an organisation which provides
diversity of wider society, including in our We are not only working to address equality for all.
leadership teams – both to instil a sense gender inequality but also racial
of pride and belonging among all our staff inequality, and to this end we have also
and students, and to ensure that their started voluntarily publishing an ethnicity
different needs are heard and prioritised. pay gap report.You can also read
