Age UK began its search for a new CEO last week, after Steph Harland stepped down from the role last autumn.
Harland stepped down for personal reasons in September 2021 after four years in the post. Since then, Age UK’s people performance and retail director Tracey Bright has been acting as interim CEO.
However, the charity has faced criticism for initially failing to include its salary details, despite being a signatory of the Show the Salary pledge.
Failure to Show the Salary
The Show the Salary campaign began in 2020. It argues that salary secrecy is a discriminatory process that perpetuates inequality – particularly towards underrepresented groups.
Age UK is one of over 100 charity employers that have committed to always including the salary details in its job adverts.
Initially Age UK failed to include salary on the advert, which was pointed out to the charity's social media team, by David Lacey, a fundraising director.
In a statement Age UK said: “This was a genuine oversight and we have updated the advert with the salary banding.”
It now states that Age UK’s CEO will earn between £180,000 – £200,000 per year.
This is an increase on Harland’s salary in 2021, which was recorded as being between £170,000 and £180,000 per annum.
According to Charity Chief Executives Survey 2021, which is published by Civil Society Media's Charity Finance magazine, the average charity CEO salary was £170,000.
The recruitment process
Age UK is looking for a candidate who “will be able to drive an agenda for change”. Candidates must submit a CV and a short supporting statement to apply. The deadline for applications is 4 March.
We're looking for a new Chief Executive to help us deliver an ambitious strategy that achieves the greatest impact for older people. This is a visible, far-reaching leadership role for someone who is excited by our potential and lives our values: https://t.co/zHUwqnOPpB pic.twitter.com/xFlmHwoYyB
— Age UK (@age_uk) February 9, 2022
Then the recruitment process includes three formal interviews, an informal meeting with the chair and some meet-and-greet stakeholder sessions.
The charity estimates the recruitment process should conclude in mid-April.
Some Twitter users voiced their concern regarding the informal meeting which is part of the interview process.
Maxine Tennet, interim CEO at Rape and Sexual Abuse Counselling Centre tweeted: “I’m also interested in the ‘informal’ recruitment sessions. Hiding behind informality suggests to me a recruitment practice which cannot be accurately bench-marked.”
David Lacey, director of fundraising at The Eve Appeal, agreed. He said: “Yes, this is a really important point too! I don’t see how any of these types of “chemistry” sessions can be objectively scored.”
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