Who are we?
Catch22 is a not-for-profit business with a social mission. We exist to deliver public services that change people’s lives. We are made up of over 1000 people from all over the country, brought together by common values. We reflect the communities we work in. We believe that diversity makes us stronger.
We’re a diverse bunch, and all the better for it. But there’s one thing that runs through us all, a belief that people can thrive if they have; a good place to live, good people around them and a clear purpose in life.
What we do
We design and deliver services that build resilience and aspiration in people of all ages and within communities across the UK. We operate in 3 main hubs: Justice and Education, Employability and skills, and Young People, Families and Communities building these skills in the people we support.
- 97% of our service users said they feel safer
- Catch22’s Include London GCSE Maths results exceeded National Average by 9%
- In Justice, we worked with 45,000 people.
- 82% of colleagues said they feel proud to work at Catch22.
In line with government regulations, Catch22 publishes its gender pay report annually. As well as setting out the data, the report also provides an opportunity for us to confirm our commitment to improving the gender balance of our workforce and explaining the actions we are taking to achieve this. We value our people and want them all to be confident that they have a great place to work, where they are able to fulfil their potential.
Definitions
What is the gender pay gap and why is it important?: The gender pay gap is defined as the relative difference in the average earnings of women and men. This is reported by looking at the mean and the median pay gap between males and females.
What is the mean pay gap?: The mean is calculated by adding the salaries of all the relevant employees and dividing the figure by the number of employees.
What is the median pay gap?: The median figure falls in the middle of a range when the salaries of all relevant employees are lined up from smallest to largest.
Gender pay is different to equal pay. At Catch22, women and men receive equal pay for equal work. This is an absolute minimum standard for a forward-thinking social business such as ours and we continually review our hiring and compensation practices to ensure this remains the case.
We hold ourselves accountable because this matters to us. At Catch22 our aim is to eradicate the median gender pay gap within the next five years. We are committed to ensuring that every one of our colleagues has an equal opportunity within the workplace regardless of their gender.
For our 2023/2024 gender pay report we had a total of 755 employees included in the report. 536 employees identify as female, and 219 identify as male.
- In Catch22, our mean gender pay gap is 11.25%.
- In Catch22, our median gender pay gap is 7.61%.
In Catch22 we have a 7.61% median gender pay gap. We are working to reduce our gender pay gap, by providing a welcoming and flexible environment for our people and actively working to increase the percentage of female employees in our upper quartile range.
Progress
We have introduced several initiatives to support with the recruitment of female colleagues in our upper quartile pay bands and will continue to monitor the impact of this on reducing the gender pay gap.
Pay distribution |
% female |
% male |
| Lower Quartile (lowest paid) | 81% | 19% |
| Lower Middle Quartile | 77% | 23% |
| Upper Middle Quartile | 76% | 24% |
| Upper Quartile (highest paid) | 64% | 36% |
We are pleased to report that we do not have a bonus pay gap as women earn £1 for every £1 that men earn when comparing median bonus pay. Their median bonus pay is 0% lower than men’s.
- In Catch22, women earn 92p for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 7.61% lower than men’s.
- In Catch22, women earn £1 for every £1 that men earn when comparing median bonus pay. Their median hourly pay is equal to men’s.
Moving forward, more focus will be given to the following initiatives:
- Review and analyse the data to identify specific jobs with wide median pay gap differentials.
- Expand our family friendly offer and make this more inclusive.
- We will continue to make a conscious effort to improve our gender balance by broadening our attraction strategy and ensuring we have diverse candidate short lists for all leadership roles.
- Utilise a non judgemental job evaluation to evaluate all roles.
- Review the way we recruit to ensure hiring managers are skilled in non-gender bias.
- Review the gender pay gap data, on a bi-annual basis to analyse and monitor trends.
- Continue to promote flexible working practices across all roles within the organisation.