Gender Pay Gap
Gender Pay Gap Statement 2024
Since 2017, gender pay gap legislation has required all employers in the UK with over 250 employees to calculate and publish their annual pay gap data.
The gender pay gap is the difference between the average pay of men and women in an organisation.
The information is a “snapshot” of data as at 5 April each year.
It is important to emphasise that the gender pay gap is not the same as the concept of equal pay. Equal pay means that men and women are entitled to receive the same pay for equal work. We regularly monitor equal pay as a legal and moral obligation.
The gender pay gap is calculated by taking all employees across the School and comparing the mean and median pay between men and women. This means that even though we have clear, externally benchmarked salaries in place for all jobs to ensure that everyone is paid fairly for undertaking the same or a similar role, it is still possible to have a gender pay gap.
A significant determining factor in our pay gap is that roles in the Lower Quartile (for example, housekeeping roles) are almost exclusively applied for by female candidates. 56%
of Haileybury’s overall female workforce fall into the bottom two quartiles.
The Senior Leadership Team is almost equally split between males and females, with 53% of roles occupied by female staff. In the Upper Quartile this period, the average pay for women marginally exceeded that of men.
We continue to be wholly committed to equality and to ensuring that we adopt standards and approaches which seek to protect and maintain parity between men and women in the workplace. All vacancies are open to all, and candidates are treated equally throughout the
selection process and their employment.
Gender Pay Gap Report 2024 – full audit information
| Mean Hourly Rate Gender Pay Gap | 13.4% |
| Median Hourly Rate Gender Pay Gap | 20.3% |
| Hourly Rate Quartiles | Males | Females |
| Lower | 39% | 61% |
| Lower middle | 32% | 68% |
| Upper middle | 46% | 54% |
| Upper | 53% | 47% |