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Mama Bear's Gender Pay Gap Report


What is the Gender Pay Gap and why must we publish it?

All businesses employing 250 or more staff are required by law to publish details annually of their gender pay gap and report this information to Government.

As Mama Bear’s Day Nursery is a large local employer (and proudly so) we fall into this category.

Below is our first report covering the period up to the snapshot date of 5 April 2017.

 

Our vision and commitment to gender equality

Mama Bear’s Day Nursery is an equal opportunities employer. Unlike many industries our workforce and management is predominately female. So our ‘gender challenge’ is to attract more male workers into childcare, although the best talent is always encouraged at Mama Bear’s, regardless of gender.

 

The six metrics required by the legislation

The Gender Pay Gap Regulations require that we report against the following metrics:

  • the difference in the mean pay of full-pay men and women, expressed as a percentage
  • the difference in the median pay of full-pay men and women, expressed as a percentage
  • the difference in mean bonus pay of men and women, expressed as a percentage
  • the difference in median bonus pay of men and women, expressed as a percentage
  • the proportion of men and women who received bonus pay
  • the proportion of full-pay men and women in each of four quartile pay bands

 

Our results

In producing the figures below we have used the mechanisms that are set out in the gender pay gap reporting legislation. Our results are as follows:

  • the difference in the mean pay of full-pay men and women, expressed as a percentage: 27.5%
  • the difference in the median pay of full-pay men and women, expressed as a percentage: 1.6%
  • the difference in mean bonus pay of men and women, expressed as a percentage: -100%
  • the difference in median bonus pay of men and women, expressed as a percentage: -100%
  • the proportion of men and women who received bonus pay: Men – 0%, Women – 4.9%
  • the proportion of full-pay men and women in each of four quartile pay bands:

 

 Quartile  Males %  Females %
 Upper  5.6  94.4
 Upper middle  4.7   95.3
 Lower middle  3.7  96.3 
 Lower  0.9  99.1

What does this mean?

The data tell us that our employees are predominately female.

Although there is a difference of 27.5% in the mean pay of full-pay men and women, this is because relatively more of the males we employ (12%) are in management positions whereas our female managers (which outnumber our male managers by 15 : 1) represent only 7% of our female workforce.

A quick glance at the median average shows a difference in pay rates of 1.6% - almost no difference at all.

Our bonus scheme is available to the nursery managers. As we do not currently have any male nursery managers, no male staff are bonussed.

The difference in distribution of males amongst the top three quartiles is so small as to be insignificant – a difference of one person in each of the bands. Men are slightly less well represented in the lowest quartile reflecting the low number of males accessing apprenticeships in childcare. As a male presence can be a positive influence in many settings this is something we are working with our Apprenticeship Providers to try to address.

 

Our direction for the future

For Mama Bear’s, and for the day care industry in general, the challenge is to attract more male carers into the industry.

As childcare is not traditionally seen as a career for men this is particularly challenging.

However we hope that with an inclusive recruitment and apprenticeship programme, as well as the opportunities for continuous professional development, upskilling and career progression that being a strong local group brings, we can challenge this way of thinking.

 

A.W. Driffield,

Managing Director.