Annual report and accounts

Our yearly summary of our core work and achievements with financial statements and accounts

Our strategy in action.

The annual report and financial statements detail our core work throughout the year. It summarises our achievements against our objectives and provides our financial statements and accounts.

Girlguiding’s annual report and financial statements for 2022

Get more information about our work during the year.

Download the report

For more information on our accounts see our profile on the Charity Commission website.​

Previous annual reports and financial statements

Pay gap reports

Girlguiding is passionate about helping to build a society where all girls and young women have equal opportunities to fulfil their potential. We believe tackling differences in pay between men and women is an important step towards this. So we welcome our legal obligation as an employer to report on our gender pay gap – the average difference in pay between the men and women who work for Girlguiding.

We’re required by law to publish a gender pay gap report, but it’s important to us too, as it helps us to see where we could do better in living our values and do our bit to ensure that everyone is treated equally.

Since we began reporting on our gender pay gap, we have had a small pay gap in favour of women, or no pay gap at all, or in 2021, a very small gap in favour of men. In 2022, we had a relatively small gap in favour of men. Any difference in average hourly earnings has been consistently small and is explained by market related premiums assigned to roles before advertising. Our pay practices are objective and transparent, with a clear separation between the role and the individual in the role.

In January 2021 we introduced a new salary structure. Our new policy means we no longer negotiate salaries, so pay is equal and transparent across our organisation.

We can report that in 2022 Girlguiding had a relatively small gender pay gap at the mean of 8.6% in favour of men employees (£1.83 hourly pay difference). We work out the mean for each gender by adding all women/men employees’ pay, then dividing it by the number of women/men employees we have. This figure is below the average gender pay gap in the UK of 14.9% for the same period, as reported by the Office for National Statistics.

While ethnicity pay gap reporting is not a legal requirement for UK employers, we consider it a key part of our commitment to diversity and inclusion. We published our first ethnicity pay gap report in 2020, and you can see below our third ethnicity pay gap report for 2022.