Team raises over £350 at annual Fun Run

Four of the team from Richmond Fellowship in Sudbury sped their way round 5 miles at the Sudbury Fun Run on Good Friday, 30th March raising over £350 for the charity.

It’s the fifth Fun Run and sponsored walk the Sudbury team have taken part in to date, netting over £3,000 in total.

Each runner and walker received a participation medal on completing the route around the Suffolk town.

All the money raised will go towards providing additional activities and day trips for those using the supported housing and community based service.

Nina Allard, Team Leader at the Sudbury service said:

“It was a really lovely opportunity to do something within the community that both raises the awareness of Richmond Fellowship, mental health and brings the team together to raise funds for people who use our service.”

The Sudbury Fun Run is one of the longest running sporting events in the town, attracting over 600 participants every year.

Wiltshire service recognised as centre of excellence by Centre for Mental Health

Richmond Fellowship’s Wiltshire employment service has been selected as one of 18 national centres for excellence in supporting people who use mental health services to gain or retain employment.

The Wiltshire employment service has achieved a consistent level of ‘Good Fidelity’ across a range of indicators for its Individual Placement and Support (IPS) service by The Centre for Mental Health.

It will now act as a centre for excellence model for Individual Placement and Support, offering guidance and advice on how IPS can be implemented in other locations across England as well as how employment services for people living with mental ill health can be improved based on the evidence of what works best.

Stephen Smith-Trask, Managing Director of Operations for Richmond Fellowship (South) said:

“Richmond Fellowship has a proud heritage of delivering high quality employment services across Wiltshire. We’ve been at the forefront of model development, always striving to exceed targets. Individual Placement and Support is critical in delivering employment support for the next generation. I’d like to pay tribute to the dedication and commitment of the staff team and partners in securing this recognition.”

The Centre for Mental Health is an independent UK mental health charity which aims to inspire hope, opportunity and a fair chance in life for people of all ages with or at risk of mental ill health.

Gender Pay Gap Reporting

As Richmond Fellowship has over 250 employees we are required by Government Regulations to publish details of our gender pay gap as at 5 April 2017, specifically the difference in average female earnings compared to average male earnings. The data for Richmond Fellowship is as follows:

Gender Pay Gap
The difference between the full time equivalent average earnings of men and women. This is expressed as a percentage of men’s earnings.

Mean gender pay gap = 5.93%
Median gender pay gap = 0.00%

Gender Bonus Gap
The difference between the full time equivalent average bonuses of men and women.

Mean bonus gender pay gap = not applicable (as bonuses are not paid)
Median bonus gender pay gap = not applicable (as bonuses are not paid)
Percentage who receive a bonus = not applicable (as bonus are not paid)

Quartiles
Proportion of men and women in each quartile of the organisation’s pay structure.

Lower quartile = 80% female and 20% male
Lower middle quartile = 64% female and 36% male
Upper middle quartile = 66% female and 34% male
Upper quartile = 71% female and 29% male

Commentary from Derek Caren, Group Chief Executive

The mean gender pay gap for the whole economy (according to the October 2017 Office for National Statistics Annual Survey of Hours and Earnings figures) is 17.4%, while in the Not for Profit sector it is 19.4%.

At 5.93%, Richmond Fellowship’s mean gender pay gap is therefore significantly lower than for the whole economy and for our sector. The quartile figures demonstrate that we have more women than men across all four quartiles and this can perhaps be explained due to the sector that we are in.

Analysis of our data suggests that the 5.93% pay gap that we do have arises as a result of positions held in the upper quartile. However out of our top five most senior positions, two of these (40%) were filled by woman as at 5 April 2017.

As an organisation we are committed to equality and there are no differences in pay rates for different genders occupying equivalent roles. Our pay policy states that we pay employees equally for the same or equivalent work regardless of their sex (or any other protected characteristic as defined in the Equality Act 2010).

We will continue to ensure that our external and internal recruitment processes are fair and consistent. In addition we will continue to undertake wider diversity monitoring e.g. workforce representation and training attendance by diversity groups as part of our wider commitment under our Investors in Diversity accreditation.