As a UK employer with more than 600 employees, VSA is required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 to publish gender pay gap information annually. This report reflects employee pay data as at 5 April 2025 and is published before 4 April 2026.
VSA is committed to equality, diversity and inclusion and aims to provide a workplace where everyone is treated fairly, with equal access to opportunities and development regardless of gender.
The gender pay gap measures the difference between the average hourly earnings of men and women across an organisation. It differs from equal pay, which concerns men and women receiving the same pay for performing the same or equivalent work. The gender pay gap is reported using two measures: the mean (average) gender pay gap and the median gender pay gap. The Office for National Statistics considers the median to be the most reliable indicator.
Pay Quartile Distribution – Current Year (2025)
Quartile | Total Staff | Male | Female | Male % | Female % |
Lower | 137 | 45 | 92 | 32.8% | 67.2% |
Lower Middle | 137 | 29 | 108 | 21.2% | 78.8% |
Upper Middle | 136 | 27 | 109 | 19.9% | 80.1% |
Upper | 137 | 40 | 97 | 29.2% | 70.8% |
Pay Quartile Distribution – Previous Year (2024)
Quartile | Total Staff | Male | Female | Male % | Female % |
Lower | 145 | 29 | 116 | 20% | 80% |
Lower Middle | 145 | 32 | 113 | 22.1% | 77.9% |
Upper Middle | 145 | 24 | 121 | 16.6% | 83.4% |
Upper | 145 | 40 | 105 | 27.6% | 72.4% |
The following charts illustrate the change in male and female representation across the pay quartiles between the 2024 and 2025 reporting periods.
Male Representation by Quartile
Female Representation by Quartile
VSA continues to employ a predominantly female workforce, which reflects the wider profile of the social care sector. Women remain well represented across all pay quartiles, including the highest pay quartile. The distribution of employees across quartiles broadly reflects the overall workforce composition and does not indicate systemic barriers to progression based on gender.
VSA operates a structured pay framework where salaries are linked to the responsibilities and requirements of each role. Pay rates are applied consistently regardless of gender, ensuring fairness and transparency.
VSA remains committed to maintaining fair pay practices, supporting development opportunities for all employees, and continuing to monitor workforce data annually to ensure equality of opportunity across the organisation.