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Mama Bear's Gender Pay Gap Report


Gender Pay Gap 

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 second report covering the period up to the snapshot date of 5 April 2018. 

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: 7.1% (last year was 27.5%)

  • the difference in the median pay of full-pay men and women, expressed as a percentage: 0.0% (last year was 1.6%)

  • the difference in mean bonus pay of men and women, expressed as a percentage: -100% (same as last year)

  • the difference in median bonus pay of men and women, expressed as a percentage: -100% (same as last year)

  • the proportion of men and women who received bonus pay: Men – 0% (same as last year), Women – 6.0% (up from 4.9% last year) 

  • the proportion of full-pay men and women in each of four quartile pay bands: 

 

Quartile Males (%) Females (%)
upper quartile 6.0 94.0
upper middle quartile 7.9 92.1
lower middle quartile 2.0 98.0
lower quartile 2.0 98.0

 
What does this mean? 

The data tell us that our employees are predominately female. 

The fall in the difference in mean pay of men and women is due to a reduction in the number of males employed in full-pay management positions. 
The median average shows no difference in pay rates between males and females, supporting our policy of being a gender-equal opportunities employer. 

Our bonus scheme is available to the nursery and area managers. We did not have any male nursery managers receiving a bonus during the qualifying period. 

The low number of males in the lower two quartiles is reflective of the small number of men joining us as Apprentices. We continue to work with our Apprenticeship Providers to try to address this. 

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. 

 
Signed 
 
A.W. Driffield, Managing Director.