CHSS Gender Pay Gap and progressing gender equality 04 April 2025 CHSS continues to work to the Equally Safe at Work programme, as part of our commitment to gender equality. CHSS is committed to progressing gender equality in the workplace, and this accreditation programme, in conjunction with Close the Gap, provides the tools to make meaningful change for all employees in the organisation. We continue to roll out activities to progress gender equality and better support victim-survivors of violence against women. This work includes developing a policy on gender-based violence, looking at recruitment and progression practice, and holding awareness-raising sessions and sharing awareness raising materials with our colleagues. We recognise that there is an integral link between addressing gender inequality and preventing violence against women, and that starts with addressing women’s workplace inequality. As part of this programme, we are required to publish more detailed information on our Gender Pay Gap. A brief update on the Gender Pay Gap information can be seen below, a full update on our Gender Pay Gap statistics for 2024 (including Full Time and Part Time breakdowns) and our Occupational Segregation Data (Horizontal and Vertical, with descriptions), can be found at the link below. Gender Pay Gap 2024 Report The median gender pay gap figure At CHSS, women earn 87p for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 13.48% lower than men’s. This has decreased by 15.14% from the 2023 report where median hourly pay was -1.66%. The mean (average) gender pay gap figure When comparing mean (average) hourly pay, women’s mean hourly pay is 11.42% lower than men’s. This has decreased by 2.92% from the 2023 report where mean (average) hourly pay was 8.5%. Responding to the Gender Pay Gap data, Chest Heart & Stroke Scotland Chief Executive, Jane-Claire Judson, and Chair, Colin Briggs stated: “Closing the Gender Pay Gap remains a priority at Chest Heart & Stroke Scotland. We are committed to ensuring that all our colleagues feel safe, supported, and valued. This is why we continue to work in line with Close the Gap’s Equally Safe at Work programme, ensuring that our policies and practices reflect the needs of all colleagues and align with our CHSS values and No Life Half Lived strategy. This year, we recognise that our gender pay gap has widened. A change that is influenced by recruitment patterns, particularly the hiring of men into traditionally male-dominated and higher-paid roles, including areas such as, Digital & Data. Additionally, there is a high proportion of women in Assistant Shop Manager roles within Retail – our lowest-paid positions. Despite these challenges, we are encouraged by the strong representation of women in senior roles, particularly at the Heads of and Director levels, and the positive trends in our part-time gender pay gap, where median hourly pay is now equal for men and women working part-time. We remain committed to making sustainable, meaningful changes that will help reduce our gender pay gap over time. We will continue to review recruitment and pay practices, ensure salaries remain competitive and legally compliant, and take further action to address gender-based occupational segregation. The Gender Pay Gap is a global issue, and no single organisation can close it alone. Meaningful progress requires a multi-pronged approach, including pay transparency, equal pay for equal work, challenging societal norms that perpetuate inequality, and policies that support flexible work and childcare. Governments, businesses, and publicly funded bodies must work together to drive change. We will continue to play our part in closing the gender pay gap and ensuring an equitable workplace for all.”