CHSS Gender Pay Gap and progressing gender equality 06 April 2026 CHSS is committed to progressing gender equality in the workplace. As part of this commitment we publish detailed information on our Gender Pay Gap. Below is a brief summary on the Gender Pay Gap information with a full update on our Gender Pay Gap statistics for 2025 (including Full Time and Part Time breakdowns) and our Occupational Segregation Data (Horizontal and Vertical, with descriptions), in our Gender Pay Gap 2025 Report. Gender Pay Gap 2025 Report The median gender pay gap figure At CHSS, women earn 98p for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 2.07% lower than men’s. This has decreased by 11.41% from the 2024 report where median hourly pay was 13.48%. The mean (average) gender pay gap figure When comparing mean (average) hourly pay, women’s mean hourly pay is 5.46% lower than men’s. This has decreased by 5.96% from the 2024 report where mean (average) hourly pay was 11.42%. Responding to the Gender Pay Gap data, Chest Heart & Stroke Scotland Chief Executive, Jane-Claire Judson 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 ensure that our policies and practices reflect the needs of all colleagues and align with our CHSS values and No Life Half Lived strategy. We are encouraged by the strong representation of women in senior roles, particularly at the Heads of and Director levels. 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.”