Gender Pay Gap

Ordinary lives. Extraordinary people.

Our purpose is to ensure the extraordinary people we support can live ordinary, fulfilling, and independent lives. We celebrate their individuality and unique personalities, and we strive to treat our incredible team members with the same approach – without them, we wouldn’t be where we are today.

We are committed to creating a diverse, inclusive, and welcoming environment, in which our team members feel comfortable being wholly themselves. Treating team members fairly and consistently is at the core of our people proposition. We have detailed, transparent pay frameworks for all operations team members, which sets out a clear career progression path, aligned to easy-to-follow competency goals and pay increments.

We are also extremely proud of the progress we have made on our Equality, Diversity, and Inclusion Group, which provides an open forum to discuss and review the current processes and systems in our organisation to ensure that equality, diversity, and inclusion is encouraged, promoted, and celebrated for all our team members.

Achieve together has significantly more female team members to male team members.  This is reflective of the sector as a whole and our ability to offer flexible work arrangements may also contribute to high ratio of female team members. We have been able to increase our population of male team members since our last report in 2022, creating a more balanced workforce.

We are delighted to share with you our 2023 Gender Pay Gap report. Below is an overview of our findings for 2023.


Our report shows that the mid-point earnings for men and women at Achieve together are the same. However, there is always room for improvement. Our mean gender pay gap is 1.4%, showing that men in our organisation are paid a fraction higher than women. We continually monitor and review our pay arrangements with a view to address and close any gaps. This gap has decreased from 2.1% since our 2022 report, indicating that our efforts to further reduce the gap are working.

Our mean bonus gender pay gap has decreased significantly from 2022. We are extremely proud of our gender mix in senior roles within the organisation (75% of our managers are female) and we continue to positively promote internal promotions for our team members.

Positive interventions that we have in place include an active ED&I forum which has undergone a positive transformation in the last year, with better representation of BAME groups and a more structured approach to business change. We also launched our new pulse surveys, which allow us to gain insights quicker and creates a shorter feedback loop, as well as regular pay audits.

We are committed to creating and maintaining an inclusive culture where everyone is rewarded fairly for their contribution.  We understand that Equality, Diversity, and Inclusion is a journey, not a destination, and we are focussed on cultivating a diverse workforce that feels fairly compensated, valued, and rewarded for the incredible work they do each and every day, regardless of their gender. With our 2023 report, we renew our commitment to Equality, Diversity and Inclusion and fair pay for all our team members.



Proportion of males/females in each quartile pay band

Lower QuartileLower Middle Quartile
Upper Middle Quartile Upper Quartile


You can see the previous Gender Pay Gap reports from the links below:

Achieve together Gender Pay Gap report 2022.
Achieve together Gender Pay Gap report 2021.
Achieve together Gender Pay Gap report 2020.