Gender Pay Gap

Under new legislation that came into force in April 2018, UK employers with more than 250 employees are required to publish their gender pay gap.

Gender Pay Gap statement 2025/26

Under new legislation that came into force in April 2018, UK employers with more than 250 employees are required to publish their gender pay gap.

Employers are required to publish a number of figures as follows:

the difference in the mean pay of full-pay men and women, expressed as a percentage;
the difference in the median pay of full-pay men and women, expressed as a percentage;
the difference in mean bonus pay of men and women, expressed as a percentage;
the difference in median bonus pay of men and women, expressed as a percentage;
the proportion of men and women who received bonus pay; and
the proportion of full-pay men and women in each of four quartile pay bands.

Autism West Midlands does not pay bonuses to any of our staff or trustees and therefore is only required to report on the figures relating to full pay.

Headline figures

The following figures are reported based on the snapshot period of 5 April 2026.

Mean Gender Pay Gap 4%

Median Gender Pay Gap 0%

Proportion of females and males in each quartile band

Pay Quartiles

Quartile	Female	Male

Upper Pay Quartile (75% – 100%)

74%

26%

Upper Middle Pay Quartile (50% – 75%)

72%

28%

Lower Middle Quartile (25% – 50%)

60%

40%

Lower Pay Quartile (0% – 25%)

61%

39%

Female representation has increased in the upper middle pay quartile and remains strong in the upper pay quartile. The mean gender pay gap has also reduced significantly, falling from 9% to 4%, which is a positive step forward.

Autism West Midlands is committed to gender equality and will continue to strive to ensure that women and men are represented at all levels within the organisation.

I confirm that the figures presented are an accurate reflection of the pay of men and women within Autism West Midlands.