At MSI, we believe every woman has the right to determine her own future.
We provide contraception and safe abortion services to millions of women and girls every year.
These services don't just give a woman the ability to choose whether and when she has children; they also empower her to take control of her future, whether that means completing her education, pursuing a career, looking after her children or simply ensuring she and her family remain healthy.
And we believe when a woman can determine her own future, she can contribute to making a better, more sustainable future for everyone.
MSI employs 723 people in the UK. This includes 508 people working for MSI Reproductive Choices in the UK, focused on providing NHS-funded abortion services through our network of clinics, and 215 in the Global Support Office supporting the work of our programmes in 37 countries. Our workforce is predominantly (80%) female, and we have more women than men at every pay quartile and level, including our Global and UK Executive Teams.
These two workforces are reported together under a single legal entity and the combined gender pay gap for these two groups is 51.2% (mean) and 36.3% (median).
They are, however, two separate workforces with distinct structures and so we have provided analysis in this report of the gender pay gaps in both.
The MSI Global Support Office provides strategic and technical support to our programmes around the world. The workforce is made up of 67% female team members and there is a majority of women at every pay quartile and in senior leadership positions. Our ambition is to close the mean gender pay gap, which currently stands at 9%.
Our UK clinics division provides NHS-funded abortion and vasectomy services through a network of centres in England. It operates under a separate structure to the Global Support Office, with the UK Managing Director reporting to our Global CEO. The clear majority (86%) of our workforce in the UK is female and there are proportionally more women in each pay quartile but there are disproportionately more men in the Upper quartile (32%) than in the overall workforce (14%).
The proportion of women (86%) and men (12%) in clinical roles in the UK division mirrors the overall workforce. However, there is a significantly greater proportion of women (97%) in nursing roles and a greater proportion of men (56%) in the medical roles with the highest hourly rates (surgeons and anaesthetists), reflecting the structural under-representation of women in senior clinical roles throughout abortion care. Their hourly pay reflects the specialism of their work and is driven by the market for their services.
With men over-represented in the highest paid medical roles (as they are in the wider UK healthcare sector) when compared to the overall workforce there is a significant gender pay gap in the UK Division: 66.2% mean pay gap and 40.2% median pay gap.
The majority (70%) of our UK-based workforce are employed in our UK Division and so our combined figures for MSI are weighted towards the figures from the UK clinical operations.
Proportion of women and men in each pay quartile:
Mean gender pay gap: 51.2%
Median gender pay gap: 36.3%
Proportion of women receiving a bonus: 77.2%
Proportion of men receiving a bonus: 67.8%
Mean bonus gap: 80.8%
Median bonus gap: 76.5%
Equality for women is at the heart of everything that we do, and we are fully committed to ensuring that there are no barriers or biases in place at MSI Reproductive Choices that deny equality of opportunity to women or any other group in society.
We know that we have much more progress to make and are focused on making fundamental and sustainable changes to make MSI a more diverse and inclusive employer.
In the last year, we have also strengthened the mechanisms we have in place to ensure fair remuneration and in 2019 gender was built into the annual salary review process, to ensure that comparisons can be drawn at the earliest opportunity and relevant action can be taken to support MSI’s objective of narrowing the gender pay gap. We have also joined the 30% Club, a mentoring programme focused entirely on supporting female career development and female representation on boards and leadership and revised the nomination process for our Accelerated Leadership Programme to support the female talent pipeline.
The gender pay gap in our UK clinics is intertwined with broader issues within UK healthcare, and will require longer-term thinking from healthcare organisations. We are committed to being part of that change, and will continue to work with partners, professional bodies and government department to address this challenge over the years ahead.