Cancer Research UK has reported a -3.3% 2024 mean ethnicity pay gap, compared to -5% in 2023.
The charity’s 2024 median ethnicity pay gap was -14%, versus -15.3% the year prior. Its upper pay quartile comprises 83% white and 17% ethnic minority employees, while its lower pay quartile consists of 86% white and 14% ethnic minority staff.
Cancer Research UK’s 2024 mean gender pay gap was 14.2%, down from 16.7% in 2023, while its median gender pay gap was 13.8%, down from 21.1% the previous year. Its upper pay quartile comprises 67% female and 33% male employees, while its lower pay quartile is 76% female and 24% male.
Its mean gender pay gap for retail staff was -1.3% and for non-retail staff stood at 10.8%, while its median gender pay gap for retail was -2.3% and for non-retail stood at 11.3%.
Instead of a bonus scheme, Cancer Research UK has a peer-to-peer recognition scheme, an annual Our Heroes event, long-service awards and one-off training and recognition payments, which meet the requirements for reporting bonuses.
Its mean gender bonus pay gap was -5.3%, compared to -24.9% in 2023, while its median gender bonus gap was zero, versus 37.5% the previous year. A total of 11.7% of male and 11.8% of female staff received a bonus payment in 2024, compared to 12.5% and 11% in 2023.
Michelle Mitchell, chief executive at Cancer Research UK, said: “We have an equality, diversity and inclusion (EDI) strategy and we’re proud of the progress we’ve made. But there’s more to do. Following an evaluation of our progress and performance in this area, in November 2024 we published our refreshed EDI strategy (2025–2030).
“We remain committed to building an inclusive and diverse culture for all our people, so they can contribute to our success and feel like they belong. By welcoming people from different backgrounds and perspectives at all levels and fostering a culture of inclusion, we believe we can make the greatest progress for people with cancer and their loved ones.”
