The ACEVO Pay and Equalities 2025 survey has once again highlighted that key inequalities in charity leadership remain largely unchanged. Despite job satisfaction and commitment amongst our sector’s leaders, this year’s findings reveal persistent inequalities in pay equity and career development, as well as challenges in diversity and wellbeing across the sector.
The survey, which gathered responses from 703 charity CEOs, found that median CEO salaries have declined slightly to £59,850, reflecting a larger proportion of small charities in the sample. Whilst 76% of CEOs received a salary increase in their current role, up from 68% last year, the gender pay gap remains in double figures at 10.6%, with male CEOs earning a median of £64,067 and female CEOs £57,250.
Flexible working remains the most common benefit, reported by 71% of charity leaders, but access to mental health support (38%) and wellness programmes (25%) has dropped, highlighting gaps in support for leaders’ wellbeing.
The report once more highlights the ongoing diversity problem in our sector. Only 6% of CEOs identify as Asian or Minoritised Ethnic and no Black CEOs responded to the survey this year. Furthermore, the number of respondents who identify as having a disability, learning difference or health condition dropped to 17% from 20% last year. Satisfaction with board ethnic diversity is low, with just a third of CEOs expressing contentment. Disability is the area with the lowest board diversity satisfaction (31%).
Whilst 82% of leaders feel clear about their role and board expectations, fewer than half report having a current performance appraisal, set objectives or statement of authorities delegated to them. The gap remains wide on job clarity documents between CEOs at small charities and those leading larger organisations. The proportion of CEOs satisfied with the amount of time they were able to spend on personal learning and development has declined (38% from 41%).
75% of CEOs’ time is still spent on solving day-to-day, immediate problems whilst 25% is spent on more strategic thinking and planning. Less than a third (31%) reported they were satisfied with balance. Overall job satisfaction remains high (79%) and most CEOs feel empowered to make important decisions without being second guessed (82%).
However, less than half (49%) are satisfied with board support for their wellbeing and only 53% are satisfied with their work-life balance. Across both measures, lower satisfaction was reported among CEOs of small charities but tends to rise with organisational income band, revealing the need for greater support in this part of our sector.
Despite challenges, 69% of CEOs feel it is likely they will still be working in the charity sector in five years’ time.
This year’s survey highlights the remarkable dedication of charity leaders, but it also shows where the sector must do more. There is a need for greater support, especially for those leading smaller charities, to ensure pay equity, diversity, personal development and wellbeing across the sector.
Jane Ide, chief executive, ACEVO said:
“Each year I make no secret of the fact that I find the lack of real shift in the areas that matter most deeply frustrating, and sadly this year is no different.
At ACEVO, we see it as our responsibility to act on these insights. This means working with boards, policymakers and funders to close the gaps in pay, equity, diversity, development and wellbeing. It means challenging the assumption that leaders of small charities should have fewer opportunities than their peers at larger organisations. It means holding ourselves collectively accountable for building the conditions in which leadership can truly thrive.
Our sector is built on the conviction that we achieve more together than alone. The findings in this year’s report make clear that if we want charities to remain strong, effective and transformative, we must do better at supporting those who lead them. We cannot afford to ignore the evidence and it is long overdue that we see real shifts in the right direction. If we fail to act, we risk weakening the very fabric of civil society. But if we succeed, we will unleash the full potential of our sector’s leaders.”
Richard Litchfield, CEO of Eastside People, main sponsors of the report, said:
“One of the main driving forces behind our support of the ACEVO Pay & Equalities Survey for 2025 was to help spread the word about the importance of fair and better pay, as well as equity, diversity and on-going development within the sector.
The lack of growth in CEO pay, not just this year, but over the past decade, is appalling and deeply concerning. It undermines a healthy civil society and devalues leadership roles that should be supported and nurtured. Our more than 20 years of work within the industry has taught us that it is only by strengthening and developing opportunities for leaders will broaden capacity, impact and sustainability goals be achieved.
This report is a call to action: to challenge assumptions, close gaps, and create the conditions where every leader can thrive, regardless of the size of their organisation.”