Gender Pay Gap Report 2018 | Children 1st Day Nurseries

Gender Pay Gap Report 2018

Gender Pay Gap Report 2018

BREEDON HOUSE NURSERIES LIMITED

 

What is the Gender Pay Gap?
  • All businesses employing over 250 staff are required by law to publish details annually of their gender pay gap.  This measures the difference between men and women’s average earnings and is expressed as a percentage of men’s pay
  • Breedon House Nurseries Limited is a family owned business and a large local employer and so is required to publish this data
  • This is our second report and report covers the snapshot date of 5 April 2018

 

Our commitment to gender equality
  • We operate within an industry sector that is predominantly female, as at 5 April 2018 nearly 96% of our workforce was female (this is consistent with the split as at 5 April 2017)
  • Our business model is based on rewarding talent regardless of gender
    • The majority of our staff are Early Years practitioners, working in our nurseries, who are paid sector market rates based on their individual experience and qualifications
    • Within our support staff (maintenance and senior management teams) there is a comparatively higher percentage of male staff, who are again paid salaries based on market expectations for their individual roles and experience
  • As a business we recognise the value of employing a diverse workforce, to provide positive role models to the children in our care, and as such recognise the potential value of removing gender stereotypes.  This factor is not specific to Breedon House Nurseries – success in increasing the number of men working as nursery practitioners would positively impact the gender pay gap across the whole sector

 

Gender Pay Gap Statistics 2018

MEDIAN 2018

MEDIAN 2017

MEAN 2018

MEAN 2017

Gender pay gap

1.8%

2.3%

29.2%

18.6%

Gender bonus gap                    

89.8%

74.7%

82.6%

59.9%

 

MEN 2018

MEN 2017

WOMEN 2018

WOMEN 2017

% of staff receiving bonuses

3.6%

8.7%

3.6%

5.5%

PAY QUARTILES

Upper quartile

8%

8%

92%

92%

Upper middle

4%

2%

96%

98%

Lower middle

3%

4%

97%

96%

Lower quartile

2%

4%

98%

96%

 

Our Results
  • Although there is a difference of 29.2% in the mean pay of men and women this is because male staff are significantly underrepresented at apprenticeship and nursery staff grades (removing directors the gap would be only 15.4%). The mean pay of male staff has increased by less than 1% on April 2017 figures – the increase in the gap year-on-year simply reflects growth in headcount to support business growth (and the underrepresentation of male staff at apprenticeship and nursery nurse grades in the key growth roles)
  • The median gender pay gap shows a difference of only 1.8%
  • Our bonus scheme is only available to nursery management teams and senior management.  As we do not currently have any male nursery managers or deputies there are very few male staff receiving bonuses, which distorts the mean and median calculations based on level (removing directors would alter the figure to -100% as we do not currently have any male staff in nursery management roles)
  • The difference in distribution of male staff amongst the lowest three quartiles is very minor
  • Childcare is not traditionally a popular career path for men, however, we continue to promote and encourage an inclusive recruitment process.  Our in-house training function provides opportunities for both men and women to start apprenticeship programmes and to develop a rewarding career
  • I can confirm that the information contained in this report is accurate

Margaret Mason OBE (Founder & Director)

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