This past year has been one of significant change and adjustment for everyone at Royal Mencap Society, due to the coronavirus (COVID-19) pandemic.

We won’t forget the trials of this last year, and they are not over yet. But we are immensely grateful for the resilience of colleagues and volunteers throughout the organisation.

Despite the uncertainty of the past year, we have continued looking forward and found reasons to celebrate.

We made excellent progress on our new Big Plan, the roadmap for the next few years will provide us with a platform to make the UK the best place to live for people with a learning disability.

As face to face day services reduced their capacity and other activities moved online we made sure people could stay connected, positive and that people with a learning disability were not left out. We provided devices, digital training and support for 1,202 people with a learning disability to access digital support and services.

Our vaccine campaign saw the government agreeing to invite everyone on their GP’s learning disability register for priority vaccinations. We saw a large spike in our broadcast coverage during the campaign, averaging 137 each month solely driven by the vaccine campaign.

We produced 69 easy read guides for people with a learning disability about how to stay safe, how to follow government guidelines and what to do if you became unwell. We also had over 30,660 unique visitors to our online Covid information hub.

The Virgin Money London Marathon partnership raised a total of £1,219,000 from both our amazing runners and our partners.

Annual report cover

Read to 2021 annual report

Take a look at our full annual report, and easy read annual report, for 2021 to find out more about our achievements this year, as well as details of our financial accounts.

Easy read report Full report
CEO salary

Our current Chief Executive started in her role in January 2020. Her remuneration in the year, including basic pay, pension and benefits, was £199,575.

The salary of our Chief Executive is set by the Board of Trustees and is based on an external job evaluation and benchmarking. 

Previous annual reports

Take a look at Mencap's annual reports from across the years.

Earlier reports

The following section features our annual reports from 2011 to 2020 for you to read.

Take a look at earlier reports

Click the links below to read annual reports from previous years, including:


Notes on our annual report for 2018 & 2020

Click the link here to reveal some further notes on our annual report for 2018 (PDF).

Click the link here to reveal some further notes on our 2020 annual report (PDF).

CEO salary

The annual salary of the CEO has remained the same in each of the years shown in the 2016 and 2017 annual reports (that is the years ending 31 March 2015, 2016 and 2017) and in the year to 31 March 2018. 

The change in the reported remuneration for the year to 31 March 2016 from £147,437 in the 2016 report to £164,360 in the 2017 report is the result of a new requirement, set out in SORP Information Sheet 1 in April 2017, to include Employer’s National Insurance Contributions (paid by the employer) in figures for the remuneration of key management personnel (but not when showing the number of employees who fall into different pay brackets). 

The small increase in remuneration shown between the years to 31 March 2016 and 31 March 2017 is accounted for by one week’s pay in lieu of holiday caused by a change in the holiday year and paid in line with our policy in other cases.

Note 7

The purpose of Note 7 is to relate expenditure to our key charitable activities. With improvements in the definitions of our strategic priorities, coupled with new statutory guidance (FRS102), we have improved the mapping of expenditure against the priorities.

This required the restatement of the prior year figures to ensure a like-for-like comparison.

Note 8

The restatement in Note 8, which sets out the number of colleagues paid more than £60,000, is unrelated to Note 7. 

A review of our approach to Note 8 suggested it would be more meaningful if the reported remuneration included salary ‘sacrificed’ by colleagues in return for other benefits such as the government cycle scheme or additional pension contributions, as well as any car allowances paid.

This resulted in an increase in the number of colleagues falling into the £60,000-£69,999 bracket, which required a restatement of the figures for the year to 31 March 2016 for consistency.

Gender pay gap reports

We've compiled a report on the gender pay gap at Mencap.

Our gender pay gap report(s) explain what the situation is for us as an organisation, and our thoughts and plans for addressing it.

You can read the report, as well as an easy read version by clicking the following links:

Take a look at earlier reports

Click the links below to read gender pay gaps report from previous years, including:

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What we do

Learn how we're working to improve the lives of people with a learning disability
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