Gender Pay Gap Report

Beamish Museum, a third sector organisation with 250+ employees, is required under The Equality Act 2010 (Gender Pay Gap Information) regulations 2017 to using data from 6th April 2019, publish a report showing the organisation’s gender pay information at this date.

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 6th April 2019

  • Male – 234
  • Female – 247
  • Total No Employees – 481

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


  1. Our Mean gender pay difference is 4%
  2. Our Median gender pay difference is Nil
  3. Not Applicable
  4. Not Applicable
  5. Not Applicable
Male Female
First Quartile 39% 61%
Second Quartile 50% 50%
Third Quartile 54% 46%
Fourth Quartile 52% 48%

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

Statement from Ann Latimer, Assistant Director HR & People Development:

“Beamish, The Living Museum of the North” is a world-class open air museum that is committed to equality among all of our employees.

In the reporting period (April 5th 2019) we have 481 employees who bring the North East’s history to life for our visitors, this is made up of 234 male and 247 female employees, a 2.12% increase in staff from our 2018 report.  No bonus payments are made to staff, therefore the bonus gender pay gap section of the report does not apply. We currently have 306 employees paid weekly and 175 paid monthly. All weekly paid employees are in the lower three quartiles and monthly paid employees are across all four quartiles.

Our dedication to ensuring equality among our staff is reflected in our robust policies, including our recruitment and selection process. Our policies around flexible working, maternity and paternity pay and leave, support and promote gender equality.

While we are proud of our achievements around equality, we recognise there is still work to do, and we’ll be reviewing and further analysing figures. We’re also committed to supporting a wider cultural change in society around perceptions of job roles, to achieve a greater balance in applications across all job vacancies.

At Beamish we are committed to ensuring equality of opportunity for all. This work will progress, ensuring we continue to attract and retain our high-quality, highly-valued workforce.”