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Gender Pay Gap Reporting

What is the gender pay gap?

The gender pay gap shows the difference between the average pay of men and women. Gender pay gap reporting is intended to spur organisations into ensuring that their working culture and environment is supportive of gender equality. The gender pay gap should not be confused with equal pay, which is governed by the Equality Act 2010.  

Our gender pay gap

In line with reporting requirements, our gender pay gap figures are based on data from 5th April 2020. 

The gender pay gap was calculated based on 680 MSI employees in the UK. This included 462 people working for MSI’s UK operation, which focuses on providing NHS-funded abortion services through our network of clinics, and 218 in the London Support Office supporting the work of our programmes in 37 countries. Our workforce is predominantly (81%) female, and we have more women than men at every pay quartile and level.

These two workforces are reported together under a single legal entity and the combined median gender pay gap for these two groups is 33.1%.

They are, however, two separate workforces with distinct structures and so we have provided an analysis of the gender pay gaps in both.

MSI London Support Office

The MSI London Support Office provides strategic and technical support to our programmes around the world. The workforce was made up of 68% female team members and there was a majority of women at every pay quartile and in senior leadership positions. Our ambition is to close the median gender pay gap, which dropped from 12.2% in 2017 to 4.8% in 2020.

MSI Reproductive Choices in the UK

Our UK clinics division provides NHS-funded abortion and contraception services through a network of centres in England. It operates under a separate structure to the London Support Office, with the UK Managing Director reporting to our Global CEO. The majority (87%) of our workforce in the UK is female. There are more women than men in each pay quartile but a higher percentage of men in the upper quartile (28%) than in the overall workforce (13%). 

While more than half (51%) of our doctors and anaesthetists on the highest hourly rate are women, there is a significantly greater proportion of women in lower paid clinical and non-clinical client-facing roles, including nurses, healthcare assistants and call centre operatives (97%).

The median gender pay gap in the UK Division is 35.1%.

We know that there is a structural underrepresentation of women in senior clinical roles throughout abortion care and we have and continue to take steps to train and support women to work in senior roles in this specialism.

Combined reporting figures and actions

The majority (67%) 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: 

  Female Male
Upper 65% 35%
Upper Middle 77% 23%
Middle 94% 6%
Lower 90% 10%


Mean gender pay gap: 47.2%
Median gender pay gap: 33.1%

Proportion of women receiving a bonus: 25.5% 
Proportion of men receiving a bonus: 46.9% 

Mean bonus gap: 56.7% 
Median bonus gap: 7.7% 

Gender equality is foundational to our mission, 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. 

Though we have seen some improvement in our London Support Office, the gap within MSI UK remains high. This is predominantly due to structural issues, which require longer-term change within institutions across the UK healthcare sector. We are committed to being part of that change, and will continue to work with partners, professional bodies and government departments to address this challenge over the years ahead.

As an organisation we remain committed to reducing the gender pay gap and are focused on supporting women into more senior leadership roles. We will continue to analyse the data to identify any potential internal causes for the existence of pay gaps and form action plans to address these where appropriate.

You can read more about our commitments to gender equity at MSI in our ten-year strategy, MSI 2030: Your Body, Your Choice, Your Future

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