That's why, in line with recommendations from the National Council for Voluntary Organisations' 2014 inquiry into executive pay, we are once again detailing our approach to pay; we are explaining how our pay levels are defined, publishing the ratio of pay dispersion or spread across the organisation; and listing the roles and salaries of our executive team.
At Save the Children, each of us is driven by our mission to build a world where all children can survive, learn and be protected. This means that we are committed to maximising our impact across all elements of our life-saving work.
To do this successfully means balancing two different needs: the need to ensure value for money in everything we do, including how we pay our staff; and the need to attract and retain people with the leadership, experience, knowledge and skills required to lead the transformation we are undergoing and oversee the complex, high-risk work being done in some of the world’s toughest places.
Having a competitive reward offering is one of the many ways in which we secure the very best people to deliver unprecedented levels of meaningful change to the lives of children around the world. Aiming to maximise our impact through fair salaries for talented people is what defines our approach to pay.