PDSA Gender Pay Gap

We are committed to promoting equality of opportunity in employment and selecting employees on merit, irrespective of race, ethnic origin, colour, nationality, sex, age, relationship status, religion/belief or sexual orientation.

We are passionate about having understandable, equitable and transparent reward policies that enable us to achieve our mission and reflect our culture, and we are committed to reducing our gender pay gap.

Under legislation introduced in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap. The gender pay gap reflects the average hourly earnings pay for men and women across the entire workforce.

We have a robust benchmarking and job evaluation process that ensure we are paying our employees fairly, irrelevant of gender. We regularly review our pay and benefits and conduct extensive benchmarking and market research every three years.

PDSA employees are predominantly female, which is representative of animal welfare charities.


2021 Analysis

Our analysis shows the following results, calculated in line with mandatory requirements:

The overall difference between men’s and women’s earnings is 28.6% (mean) or 36.4% (median) based on hourly rates of pay at the snapshot date of 2021. Research suggests that fewer men in the lower pay quartiles drive the gender pay gap, along with the removal of a lower quartile role in an organisational restructure which was predominantly held by male employees. We are proud to share that our female employees are well represented across all pay quartiles.

We are continually reviewing our recruitment processes, language and imagery used to ensure that there is no bias, which may be unconsciously attracting more women for the advertised vacancies across all quartiles.


Pay quartiles

PDSA pay quartile pyramid infographic

The reporting process requires us to split our workforce into four equal quarters and report the proportion of males and females in each of these segments:

Pay quartile





Pay Gap

Pay Gap



Split of employees +%










Lower Middle





Upper middle











PDSA employs a large percentage of females – 86% of the total people employed. The table above shows that when we compare the pay at each of the quartiles, the average pay for males and females is more aligned and our pay gaps closes. It is lower than the national average of 15.4% across all the quartiles and in fact within the lower quartile females are paid more than males. Our overall 28.6% pay gap is driven by the fact that the distribution of males within the organisation is unbalanced, with only 26% of males working within the lower and lower middle quartiles – this drives up our mean pay for males. Conversely, we have a strong representation of females at every level of the organisation, which results in a more balanced but lower mean pay for females.

We continue to promote where possible, a healthy work-life balance with the introduction of flexible hours, hybrid and remote working and holiday trading.

We have an enhanced maternity and paternity package.


Bonus payments

No bonus payments were made during the reporting period.


Our Commitment

We are confident that men and women are paid equally for doing equivalent jobs across our organisation as we have a clear and robust job evaluation system that focuses on the job not the jobholder.

We remain committed to addressing our gender pay gap by continuing to:

  • Review our recruitment methods and training, to ensure no unconscious bias is being applied to roles within the lower quartiles.
  • Focus on areas in the organisation where the gender pay gap is highest.
  • Understand our gender pay gap in the wider context of the sectors from which we recruit.

I confirm that PDSA’s gender pay gap calculations are accurate and meet the requirements of the Regulations.

Jan McLoughlin | Director General