Successive Conservative governments have taken action to ensure that the gender pay gap is eliminated once and for all. As part of this, we have called on companies, both small and large, to publish their gender pay gap data in order to shine a light on pay inequalities and the reasons behind them.
As part of our values, we are committed to supporting diversity and inclusion at the Conservative Party. We will continue to take steps to monitor and review progress on gender diversity in order to achieve gender equality across our organisation.
This information relates to the 2020-2021 reporting period.
The Conservative Party has a Mean Gender Pay Gap of 6.9%, which is below the national average gender pay gap of 14.9%. The Party’s Median Gender Pay Gap is 5.13%, below the national average of 15.4%.
You can see how our figures from this year compares to the last reporting period here.
The pay quartiles chart ranks all employees’ pay from lowest to highest and then divides it into four equal groups, with the first group (lower quartile) being the lowest paid.
There is a 1% gap between the percentage of men and women receiving bonuses, with 1% of men and 0% of women receiving bonuses in this reporting year. Due to this, there is a 100% Mean and Median average difference between what men and women received as bonuses.
Whilst our gender pay gap is below the national average, we know there is more work to do, and we remain dedicated to working to achieve parity of pay. Consequently, we are publishing our own gender pay gap data here as our commitment to meet these standards.
As an equal opportunities and disability confident employer, we will continue to take all reasonable measures to ensure that we recruit people regardless of their race, sex, sexual orientation or whether they have disabilities.
We publish our generous parental leave and pay policies on our website so that all prospective employees are well informed of their rights.
In order to support our employees at CCHQ we have implemented a series of internal policies which we hope will make CCHQ a more attractive place for all to work, such as our Flexible Working Policy and Menopause Policy; we hope our Menopause Policy will help to foster an environment where colleagues can openly and comfortably instigate conversations, engage in discussions about menopause, and educate on how we can support the women in our organisation. We know that is a crucial step and an important part of retaining our female talent within the Party.
Alan Mabbutt OBE
Registered Treasurer and Legal Officer