Gender Pay Gap Report 2022

GENDER PAY GAP REPORT 2022

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 report covers the snapshot date of 5 April 2022 (and is our sixth annual report)

Our commitment to gender equality

• We operate within an industry sector that is predominantly female, as at 5 April 2022 approximately 97% of our workforce was female (this is consistent with the split in prior years)
• 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 experiences
  • We have continued to report a reduction in the gender pay gap divide during 2022 with April 20 being 29.6% reducing to 15.9% last year and 12.7% this – as at 5 April 2022 the board remained 100% female
• 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 2022

Our Results

• Although there is a difference of 12.7% in the mean pay of men and women this is because male staff are significantly underrepresented at apprenticeship and nursery staff grades
• 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 no male staff receiving bonuses
• 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. We embrace diversity within our teams
• I can confirm that the information contained in this report is accurate

Margaret Mason OBE (Founder & Director)