The majority of charity finance professionals are unhappy with their pay and looking to change jobs in the next six months, according to a survey by recruitment consultancy Robertson Bell.
The survey, compiled from data given by over 1,000 participants for the period July 2017 to July 2018, found that 62 per cent of charity finance professionals were either “dissatisfied” or “extremely dissatisfied” with their pay.
Some 63 per cent of respondents said they were extremely dissatisfied with their bonuses, while 25 per cent said they were dissatisfied.
And 80 per cent of charity finance professionals said they were considering a career move in the next six months.
This is despite charity finance professional receiving an average wage increase of 6.6 per cent from 2017 to 2018, much higher than the national average, although the survey says the biggest increases is at the most senior levels.
In contrast, 31 per cent of respondents said they were on the same salary as they were in 2017.
Senior finance managers at smaller charities earned on average between £45,000 and £60,000, while finance directors at the largest charities earned between £80,000 and £110,000.
Gender pay gap
The gender pay gap between male and female charity finance professionals is 9.7 per cent, which is higher than the 8 per cent figure for the charity sector overall.
The average pay for a male respondent was £55,914, while the average female finance professional earned £50,970.
However, this is not as great a gap as the 16.7 per cent reported by fundraising professionals in a similar survey by the agency earlier this year.
According to the data, women outnumber men in finance teams at charities with an income of less than £10m, with 58 per cent of respondents from charities of this size female.
But overall, male respondents outnumbered women by 14 per cent and at the largest charities, £50m to £100m income, 70 per cent of respondents were male. At these charities, men took up 66 per cent of finance director roles.
Kate Marriott, business manager at Robertson Bell, said: “I frequently get questions around the gender pay gap from both male and female candidates.
“One thing that has been raised a few times is how the GPG perpetuates itself, where previous salaries are being used to determine an offer salary for a new role which has a detrimental long term effect.
“We are seeing most clients trying to address this, by making offers without even asking for this information in an attempt to tackle this part of the problem.
“This doesn’t solve the wider issues of gender pay disparity, but is just one example of a proactive step to fixing the problem.”
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