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 sixth report covering the period up to the snapshot date of 5 April 2022.
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: 25.5% (last year was 36.0%)
- the difference in the median pay of full-pay men and women, expressed as a percentage: 1.7% (last year was 9.1%)
- the difference in mean bonus pay of men and women, expressed as a percentage: Not applicable as no men received a bonus (last year was -45.7%)
- the difference in median bonus pay of men and women, expressed as a percentage: Not applicable as no men received a bonus (last year was -19.7%)
- the proportion of men and women who received bonus pay: Men = 0.0% (last year was 7.1%), Women = 9.4% (last year was 8.2%)
- the proportion of full-pay men and women in each of four quartile pay bands:
|
Quartile |
Males (%) |
Females (%) |
|
upper quartile |
7.8 |
92.2 |
|
upper middle quartile |
2.9 |
97.1 |
|
lower middle quartile |
3.9 |
96.1 |
|
lower quartile |
2.0 |
98.0 |
What does this mean?
The data tell us that our employees are predominately female. Males make up around 4% of the workforce and are a relatively small base from which to make comparisons.
As at 5th April 2022 our net numbers of male employees had risen by three since the previous year. The decrease in the difference in mean and median pay between men and women is due to these falling into the lower middle and lower quartile pay bands. Despite attracting these two males into the workforce, Mama Bear’s remains a predominately female workplace.
During the previous 12 months we ran a bonus scheme available to the nursery and area managers. We had no male nursery managers employed at the snapshot date.
The low number of males in all the quartiles is reflective of the small number of men we employ across the business, which is reflective of the industry in general. We continue to work with our Recruitment and 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.