Gender Pay Gap Report

Beamish Museum as a third sector organisation with 250+ employees is required under The Equality Act 2010 (Gender Pay Gap Information) regulations 2017 and, using data from 6th April 2022, to publish a report showing the organisation’s gender pay information at this date.

As an organisation we have over 250 employees so must publish these figures annually.

Who counts as an employee for the purpose of gender reporting is defined in the Equality Act 2010.

For the purpose of Gender reporting each part time worker will count as one employee, if there are any job share arrangements in place then both employees count individually.

Number of employees at the 6th April 2022

Male                            177

Female                        193

Total Employees         370

Workforce is 52% female staff and 48% male staff.

 

There are six calculations we must publish:

1.the difference in the mean pay of full-pay men and women, expressed as a percentage;

2.the difference in the median pay of full-pay men and women, expressed as a percentage;

3. the difference in mean bonus pay of men and women, expressed as a percentage;

4. the difference in median bonus pay of men and women, expressed as a percentage;

5. the proportion of men and women who received bonus pay;

6. the proportion of full-pay men and women in each of four quartile pay bands.

 

1. Our Mean gender pay difference is 0%

2. Our Median gender pay difference is 1%

3. Not Applicable

4. Not Applicable

5. Not Applicable

6.

Male Female
First Quartile 47% 53%
Second Quartile 34% 66%
Third Quartile 55% 45%
Fourth Quartile 48% 52%

Figures in this report have been reached using the mechanisms that are set out in the gender pay gap reporting legislation.

 

Figures in detail

 

1.          Mean hourly rate of 177 men

2131.85 ÷ 177 = £12.04

Mean hourly rate of 198 women

2332.87 ÷ 193 = £12.09

 

((£12.04-12.09) ÷12.04) x 100 = 0%

 

2.          Median hourly rate for men is £11.06 and women is £10.92

 

((£11.06-10.92) ÷11.06) x 100 = 1%

 

3.          No Bonus payments

4.          No Bonus payments

5.          No Bonus payments

6.          Our organisation at the snap shot date 6th April 2022 had a 52% women to 48% men ratio.

 

Conclusion

Causes/comparisons/improvements/limitations

As an inclusive employer we take pride in our ability to offer gender-neutral roles with no barrier or restrictions regarding age or gender, which our workforce reflects.

Staff who are parents and carers are reported to be particularly affected by inequality in pay and opportunities, by ensuring as many barriers as possible are removed by successful implementation of flexible working, maternity/paternity/shared parental leave policies is essential. Ease of access to these policies by staff is also key to successful implemented and uptake.

The figures included in our reporting period include both weekly and monthly employees, there were 240 weekly employees and 130 monthly employees. All weekly employees were in the lower 3 quartiles and all monthly employees were predominantly in the third and fourth quartile.

Comparably when looking at the national average, we are reporting 0.3% pay difference, in comparison the 2022 national figure is 8.3% nationally.

Improvements

Continue to run diversity training for staff and embed the Arts Council’s Investment Principles of inclusivity and relevance demonstrating a commitment to achieving greater fairness of access and opportunity.

Continue to review our range of flexible working options to allow staff to maintain a work/ life balance alongside opportunities to develop in their careers.

Proactively monitor staff turnover.

Additional analysis of the data to review the information taking into account age ranges

18-21 22-29 30-39 40-49 50-59 60+ to see the impact of age on the pay gap.

 

Additional analysis of the data to review the information based on roles.

As our gender balance in 2022-23 is 52% to 48% in favour of women, review ongoing recruitment and monitor to evaluate how new processes impacts on the ratio.

Using the gender ratio in each quartile to ensure promotion of opportunities are fair.

Start to review leavers of the organisation.

Limitations

Gender reporting is a snapshot and does not take into account fluctuations in seasonal employment within the workforce or the working hours differences between the genders. Stereotypical roles in the workforce show male dominated roles in general attract higher pay rates and females are the predominate caregivers in the family dynamic. Subsequently women are more likely to take lower paid roles, work fewer hours and have gaps in their employment history, all of which impede women in the workplace but a gender pay report will not identify.

Gender pay reporting is different to equal pay

Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may a number of issues to deal with, and the individual calculations may help to identify what those issues are.

https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2022

Declaration

I, Rhiannon Hiles, CEO, confirm that the information in this statement is accurate.

6th March 2023