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Islamic Relief releases gender pay gap data

Islamic Relief Worldwide has today published data, as required under UK government regulations, to show the difference between the average hourly rate paid to men and women within the organisation.

Our gender pay gap is calculated using hourly pay data for UK staff who were employed on 5 April 2017. On this snapshot date 314 employees met the criteria, set out in the government guidance, for inclusion in our gender pay gap analysis this year. Of those employees, 214 were male (68 per cent) and 100 (32 per cent) were female. The mean gender pay gap for staff is 11% and the median gender pay gap is 22%.

Islamic Relief’s CEO, Naser Haghamed, believes that roles across the organisation need to be made more attractive to women.

“Islamic Relief welcomes gender pay gap reporting as an opportunity for positive progression, and is committed to doing all it can to ensure that women and men have equal opportunities at all levels.

“To close the pay gap, we will continue to scrutinise and adapt our policies and procedures and our overarching HR strategy to improve recruitment and retention of a diverse workforce; to ensure the development of all staff through personal development programmes and training, with particular emphasis on the management skills development and experience that are key to career advancement; and to address issues of flexible working and work-life balance.

“We have recently enhanced family-friendly provisions for all staff, including maternity pay, and we now have one of the best enhanced maternity and paternity pay provisions in the NGO sector.”

Islamic Relief UK Director Imran Madden said:

“As Islamic Relief’s UK Director, I am committed to closing the gender pay gap. The figures released today allow us to take a good look at what we can do to improve equality across the organisation.

“Islamic Relief UK is a strategic business unit of Islamic Relief Worldwide and managed by our UK Executive Board. I’m delighted that this group of senior staff is now majority female, just one of the ways that we are working to improve equality across the organisation.”

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