Gender pay gap
The Woodland Trust has a great mix of people across a wide range of roles. We employ slightly more women than men and have a significant number of women in our more senior roles. We are also genuine advocates of flexible working for many of our employees, irrespective of gender.
We are committed to paying everyone fairly for the role they perform. However, like many organisations, there is a difference between the pay for each gender when pay is looked at as a whole across the organisation and an average taken.
The gender pay gap is the difference in earnings between all men and all women who work in an organisation. Gender pay is often confused with equal pay, but it relates specifically to the percentage difference between the mean or average hourly earnings of men and women and the difference between the median or mid-point salary for men and women – factors like part time hours and maternity, paternity and adoption leave can have an impact.
We want to ensure that our recruitment practices mean our jobs appeal to everyone and we promote our family friendly policies to all, which we are confident will help to reduce our gender pay gap.
We report our gender pay gap as required by the government. You can read more by viewing the statements on the links below.
Gender pay gap 2018 (PDF, 363KB)
Gender pay gap 2017 (PDF, 74KB)