14466 National Trust (Annual Report 2022) ARTWORK2

31 People and resources Staff pay and recognition We recognise the importance of being transparent and accountable in all aspects of our work, including howwe recognise and reward our staff. As a charity, we review our reward policy regularly to ensure we use the money entrusted to us by our supporters wisely, whilst remaining confident that we can retain and recruit great people with the right skills to help us deliver our strategy. Our reward policy and pay framework sets out pay bands clearly and is openly available to staff, to support our values and engender fairness. Each year, as part of our Partnership Agreement with our trades’ union, Prospect, we conduct a salary review and award increases for individual performance. In October 2021, working closely with Prospect, we agreed a 2% mid-year pay award across all staff to reward their outstanding contribution during the year. Gender pay gap Our gender pay gap report provides a snapshot as of 5 April 2021. The mean average gender pay gap at the Trust is 6.4% in favour of men, compared to a national average of 14.9% (Office for National Statistics). This is a 7.2% improvement on the previous year. Our median average gender pay gap was 8.9%, which is a slight worsening of 1.0% year on year. Our gender pay gap is mainly caused by having a higher proportion of women working in our lower graded roles. 2 Each year the National Trust accesses independent pay data from Korn Ferry’s Public and Not-For-Profit benchmark pay data survey. As we use the HAY evaluation methodology for our grading system, we have confidence that the Korn Ferry pay insight links accurately to our pay grades. We also supplement the Korn Ferry pay data data with XpertHR’s ‘Top Charities’ salary survey report. These independent pay data reports enable the Senior Management Renumeration Committee to accurately benchmark the Director-General and director salaries. The results have been affected by the pandemic for a second year, specifically howwe calculated furlough payments for our hourly paid staff in April. This has limited our ability to measure the effectiveness of our actions to address our gender pay gap. However, since we started to report on it in 2017, we have seen the gap close year on year, which gives us confidence our action plan is working. We continue to take steps to narrow the gap further, and we’re proud to be an organisation where half of our senior leaders are women. Director-General remuneration In 2021-22 the Director-General, Hilary McGrady, was paid a salary of £199,614. According to an independent report published by the Third Sector, while the National Trust was the eighth largest charity in the UK when comparing income in 2020, the Director- General’s salary was ranked 55th out of the Top 100 charity chief executives. Our independent pay benchmark data confirms the Director-General’s salary is comparable to the leaders of other major charities, senior government civil servants and the chief executives of medium-sized private-sector organisations. 2 Following the Hutton Report, each year the Trust monitors the ‘pay ratio’ (this is the relationship expressed as a multiple between the highest salary and the median salary level within the Trust) to ensure salaries remain fair and appropriate. In 2021-22, the Director-General’s salary was 1:9.3 times the median salary. This pay ratio compares favourably to external benchmark data.