• News
    • Latest news
    • News search
    • Health
    • Finance
    • Food
    • Career news
    • Content series
    • Try Devex Pro
  • Jobs
    • Job search
    • Post a job
    • Employer search
    • CV Writing
    • Upcoming career events
    • Try Career Account
  • Funding
    • Funding search
    • Funding news
  • Talent
    • Candidate search
    • Devex Talent Solutions
  • Events
    • Upcoming and past events
    • Partner on an event
  • Post a job
  • About
      • About us
      • Membership
      • Newsletters
      • Advertising partnerships
      • Devex Talent Solutions
      • Contact us
Join DevexSign in
Join DevexSign in

News

  • Latest news
  • News search
  • Health
  • Finance
  • Food
  • Career news
  • Content series
  • Try Devex Pro

Jobs

  • Job search
  • Post a job
  • Employer search
  • CV Writing
  • Upcoming career events
  • Try Career Account

Funding

  • Funding search
  • Funding news

Talent

  • Candidate search
  • Devex Talent Solutions

Events

  • Upcoming and past events
  • Partner on an event
Post a job

About

  • About us
  • Membership
  • Newsletters
  • Advertising partnerships
  • Devex Talent Solutions
  • Contact us
  • My Devex
  • Update my profile % complete
  • Account & privacy settings
  • My saved jobs
  • Manage newsletters
  • Support
  • Sign out
Latest newsNews searchHealthFinanceFoodCareer newsContent seriesTry Devex Pro
    • Opinion
    • Gender pay gap

    Opinion: Our gender pay gap was a shock. Here's what we can do about it.

    When new regulations forced Marie Stopes International to unpick its gender pay gap data, the figure was so high it initially thought there was a mistake. Organizations need to face the numbers to fix the problem, writes MSI vice-president Kerry Crowther.

    By Kerry Crowther // 17 April 2019
    A view of Marie Stopes International’s Central London clinic. Photo by: MSI

    Editor’s note: Under regulations introduced last year, all U.K.-based organizations with more than 250 employees must publicly report their gender pay gap annually. When Devex analyzed the data, we found that every major aid-focused nonprofit had a pay gap in favor of men — with the widest gap at Marie Stopes International. Here, MSI walks through its own data to unpick what’s behind it.

    If you found yourself wondering how a women’s health and rights organization like Marie Stopes International could possibly have reported a mean gender pay gap of 44.7% in favor of men, you weren’t alone.

    As an organization that has worked for more than four decades to create opportunities for women and girls across the world, how can our mission be compatible with a gender pay gap that, at first glance, seems to be in direct opposition to it? We were as surprised as anyone. When we first calculated our figures in early 2018, our initial thought was that there was some error in the statistics; that we’d got our maths wrong.

    Marie Stopes has worst gender pay gap among UK aid groups — again

    Aid professionals said the sector must "practice what we preach" as all major U.K. aid nonprofits reported a gender pay gap in favor of men for the second year running.

    We looked around at an organization with women’s empowerment at its heart and strong female representation at every level, including on our board and executive team, and we wondered if we were missing something. But by looking deeper into the data and seeking to understand it, we formed a much clearer picture of the factors behind the figure, and just why that surprising gap exists.

    The first point to note is, if you were looking at Marie Stopes International purely through an NGO lens, the mean gap would be much smaller. Our global support office, which includes our executive team and senior leadership and provides the strategic, technical and support functions for our international development work, last month reported one of the smallest mean gender pay gaps in the international development sector, at just 4.8% [Devex collated the mean gender pay gap figures for 16 major aid-focused nonprofits and found the lowest overall to be Sightsavers at 4.9%].

    In the last year, we have strengthened the mechanisms we have in place to ensure fair remuneration, including adjustments to our salary review process, and a new annual review of every team, department and job type to ensure no inconsistencies exist. We have also launched a Gender Working Group of team members to ensure that everything we do is considered through a gender lens.

    “This is the direct result of the structural under-representation of women in the most specialized roles in abortion care.”

    —

    As a result, we have already made good headway in reducing the gap in our global support office — down from 7.7% the previous year — and we remain committed to eliminating it altogether. With a continued focus on the issue, we believe we can get there, and quickly. But it’s only one piece of the gender pay puzzle.

    Marie Stopes International is not purely assessed as an NGO. Our figures also encompass Marie Stopes U.K., our network of clinics across England which provide national health-funded and private health care services to more than 70,000 people each year. As a single registered entity, we are required to combine the gender pay data for our global support office with that of our U.K. clinics. And that’s where our challenge lies.

    A significant pay gap exists across our U.K. clinic network; a noticeable gulf between a large workforce of almost entirely female nurses and midwives, and a smaller pool of predominantly male surgeons who command much, much higher hourly rates. This is the direct result of the structural under-representation of women in the most specialized roles in abortion care, which in turn is the single biggest driver of our combined gender pay gap in favor of men [about 11% of registered nurses and midwives in the U.K. are male, but about 88% of consultant surgeons]. If we could resolve just that one issue, we would bring our combined figure much closer to the sector average, possibly even below it.

    So how do we get there?

    Marie Stopes U.K. has already put in place a program of work to address the gender pay gap in its U.K. clinics, which includes creating opportunities for a new generation of female surgeons and anaesthetists to progress further in their careers and to become specialists in abortion care. We know change is not going to come overnight, but we are committed to doing everything we can to make that change happen.

    We also know we can’t do it on our own. Longer-term thinking is required, not just from ourselves but from a range of healthcare organizations across the U.K., from medical schools and National Health Service bodies to the Royal Colleges and the U.K. Department of Health. On our side, we’re up for taking on the challenge.

    Just 12 months on from the introduction of the new reporting requirement, we have already seen a slight reduction in our combined gender pay gap, and we hope to bring it down further still next year.

    For organizations with a strong social mission, the suggestion that we are doing anything at odds with that mission is an uncomfortable space to be in — but it’s vital that we challenge ourselves and look deeper into the data. It’s only by understanding the specific factors driving their figures that organizations can take steps to address them and create lasting change.

    The metrics chosen by the government for reporting the gender pay gap are far from perfect, but they have opened up a necessary conversation about women that we have been part of for more than 40 years. And that is a very good thing.

    • Social/Inclusive Development
    • Institutional Development
    • United Kingdom
    Printing articles to share with others is a breach of our terms and conditions and copyright policy. Please use the sharing options on the left side of the article. Devex Pro members may share up to 10 articles per month using the Pro share tool ( ).
    The views in this opinion piece do not necessarily reflect Devex's editorial views.

    About the author

    • Kerry Crowther

      Kerry Crowther

      Kerry Crowther is vice president, global human resources and people and development, at Marie Stopes International. She joined the organization in March 2018, with over 20 years’ experience in HR management. Kerry is responsible for the development and execution of MSI’s global people strategy, encompassing organizational design, recruitment, policies and processes, engagement, training and development, salaries and benefits, and safeguarding.

    Search for articles

    Related Stories

    Devex Pro InsiderDevex Pro Insider: Is aid losing the comms war? And what do we do about it?

    Devex Pro Insider: Is aid losing the comms war? And what do we do about it?

    Most Read

    • 1
      The power of diagnostics to improve mental health
    • 2
      Lasting nutrition and food security needs new funding — and new systems
    • 3
      Opinion: Urgent action is needed to close the mobile gender gap
    • 4
      Supporting community-driven solutions to address breast cancer
    • 5
      No health reform without better AI governance
    • News
    • Jobs
    • Funding
    • Talent
    • Events

    Devex is the media platform for the global development community.

    A social enterprise, we connect and inform over 1.3 million development, health, humanitarian, and sustainability professionals through news, business intelligence, and funding & career opportunities so you can do more good for more people. We invite you to join us.

    • About us
    • Membership
    • Newsletters
    • Advertising partnerships
    • Devex Talent Solutions
    • Post a job
    • Careers at Devex
    • Contact us
    © Copyright 2000 - 2025 Devex|User Agreement|Privacy Statement