Reports and statements
Impact Report 2024
2024 marked another milestone year. Following the release of our first-ever Impact Report at the beginning of our 30th anniversary celebrations, we launched a comprehensive review to understand and enhance our impact.
This included engaging with commissioners, the people we support, and the wider community.
We established an Impact Board comprising staff, individuals with lived experience, and family members, driving our mission forward with new Impact Statements and Impact Measures, which evaluate our work for People, Communities, the Environment and Engagement.
Together, we are redefining what success looks like, ensuring our work meets the growing and complex needs of those we support.
Measuring our social impact is more than a numbers game; it is a testament to the transformative power of our work and the value it brings to individuals, families, and communities.
All of our Impact work is underpinned by and aligned with our strategic objectives defined in our current organisational strategy, Plan B, which sets out what we will do to create a future where we are all connected and have equal opportunities to make our own choices and thrive.
Our second Impact Report reflects a year of growth, innovation, and reflection as we deepen our understanding of how we change lives. By tracking and evaluating the outcomes of our services, we are not just celebrating success but identifying where we can do more, do better, and ensure our mission is delivered with integrity and purpose.
Annual Report 2023-2024
The period 2023-24 was one of significant progress in our financial performance, underpinned by our unwavering commitment to empower individuals with learning disabilities and autistic people to have even greater choice and opportunity in their lives.
This was a year in which we were able to refocus on the delivery of our Plan B strategy, central to which is our shared ambition to take our place in building a society in which the people we support truly belong in their local communities.
The landscape in which we operated continued to present both challenges and opportunities. Political uncertainty prior to the General Election in summer 2024, the continued vacuum in national social care policy, and the financial challenges experienced by local authorities, all influenced the environment in which our services were delivered.
Despite this context, our focus remained steadfast on finding ways to extend our role and our contribution within our sector. By adapting our approaches, seizing opportunities for innovation and focussing on our core organisational strengths, we navigated the challenges we have faced and found new ways to improve our performance and impact.
The work we do and the people we support are the heart of our charity and we are proud to continue ensuring that everyone can live life to the full, both now and in the future.
Gender pay gap
We welcome the opportunity to publish our gender pay gap report. You can find more details on reporting requirements and how the data is calculated on the Government website.
The data for Brandon Trust for 2023 is as follows:
- Mean hourly rate – women’s hourly rate is 0.4% higher
- Median hourly rate – men and women’s hourly rate is equal
- Bonus gender pay gap – not applicable as Brandon doesn’t operate a bonus scheme
Proportion of females and males in each quartile bracket:
- Top quartile – Men 26.18% / Women 73.9%
- Upper middle quartile – Men 26.9% / Women 73.1%
- Lower middle quartile – Men 25.5% / Women 74.5%
- Lower quartile – Men 25.9% / Women 74.1%
Our 2023 report in summary
As a charity supporting people with learning disabilities our aim is to enable people to live life in the way they choose and achieve their dreams.
We aim to support all colleagues to achieve their full potential at work and are delighted to report that we continue to perform strongly in delivering our aim of pay parity, with women’s mean average pay in 2023 being 0.4% higher than men’s, and the median average being equal for men and women.
For context, the latest national data shows women’s mean average pay as 14.3% less than men’s, and women’s median average pay being 13.2% less than men’s. Source: ONS provisional dataset – pub Nov 2023
Our workforce
Like many other organisations in the social care sector, Brandon has a predominantly female workforce. At 5 April 2023, the employees who were eligible to be included in the gender pay gap calculations were 73.9% women and 26.1% men. Our overall employee split of women to men continues to be typical of these percentages.
Our aim is to achieve pay parity, with a 0% gender pay gap across our workforce, acknowledging that actual figures may fluctuate slightly from year to year.
Mean hourly rate of pay
The mean rate of pay is the difference between the average hourly rate of pay for women and men. For Brandon, this figure is 0.4% higher for women.
Median hourly rate of pay
The median rate of pay is the difference between the midpoints in the ranges of men’s and women’s hourly rate of pay. For Brandon, this figure is 0% as the rates for men and women are equal.
Quartiles
We also have to report on how many women and men are in each quarter of our payroll. All quartiles show a balanced profile of men and women, comprising 26% men and 74% women.
Brandon does not discriminate on grounds of gender and complies in full with the Equality Act 2010. We are absolutely committed to the principle of gender pay equality. Jobs are evaluated and placed on pre-set spot rates or pay scales, ensuring all our staff are paid the same for comparable roles regardless of gender. Brandon does not operate a bonus scheme.
Modern slavery statement
Brandon Trust has taken action to understand potential modern slavery risks related to its business and put in place steps that are aimed at ensuring that there is no slavery or human trafficking within our organisation and supply chains.
As part of the care sector, the organisation recognises that it has a responsibility to take a robust approach to slavery and human trafficking.
We are absolutely committed to preventing slavery and human trafficking in our corporate activities, and to ensuring that our supply chains are free from slavery and human trafficking.