The gender pay gap shows the difference in average hourly pay between men and women at Young Epilepsy. It is not the same as equal pay (which is about paying men and women the same for the same job). Young Epilepsy must report this data every year because it has more than 250 employees.
Key Statistics for 2025
- Median pay gap: -0.8% (women earn slightly more than men at the median)
- Mean pay gap: 6.5% (on average, men earn 6.5% more than women)
- Both figures are better than the national average of 7.7% (ONS, 2023)
- Workforce: 77% female, 23% male
Bonus Pay
- 93% of both women and men received a bonus.
- Mean bonus pay gap: 3.97%
- Median bonus pay gap: 0.0%
- The bonus was a one-off cost of living payment, not linked to performance or role.
- More women work part-time, which affects the average bonus gap.
Pay by Job Level
- Staff are split into four pay quartiles, with women making up the majority in each:
- Lower Quartile: 72% female
- Lower Middle Quartile: 79% female
- Upper Middle Quartile: 80% female
- Upper Quartile: 76% female
- Overall, 77% of staff are female.
- CEO: 100% male
- Executive Team: 75% female, 25% male
- Heads of Department & Senior Managers: 62% female, 38% male
- Operational Managers: 77% female, 23% male
- Young Epilepsy is proud of its gender representation in management roles.
Commitment to Fairness
Young Epilepsy is dedicated to fair pay and equal opportunities for everyone, regardless of gender. Actions include:
- Offering flexible working options (term time, part time, hybrid)
- Transparent processes for caring responsibilities (parental leave, compressed hours)
- Development opportunities and qualifications for career progression
- Annual review of the Gender Pay Report by the Equality, Diversity and Inclusion group
- Fair job evaluation by trained staff
- Appointing staff based on merit and values, not age, race, gender, or other personal characteristics.
