Gender Pay Gap
Haileybury has recently completed its annual gender pay gap audit.
Gender pay gap legislation was introduced by the Government in April 2017 and requires employers with over 250 employees to identify and publish their annual pay gap. It is hoped this process will encourage employers to take action to reduce or eliminate any pay gap.
It is important to emphasise that the gender pay gap is not the same as equal pay. It does not mean that women are being paid less than men performing the same role or “work of equal value”, this is not what gender pay gap reporting is set to measure.
The gender pay gap is calculated by taking all employees across our organisation and comparing the average 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 fact in our pay gap is that our domestic roles, for example, cleaning and laundry staff, are almost exclusively applied for by female candidates. 56% of Haileybury’s overall female workforce fall into the bottom two quartiles. In addition, there has
been a further move of 5% in the Lower Middle Quartile from male to female in 2022 compared to 2021. This is the result of new support roles which attracted female candidates.
Any gender pay gap is reason to continue working towards equality in the mean hourly earnings of men and women at Haileybury. We continue to be absolutely committed to ensuring that we adopt standards and approaches which seek to safeguard equality in the workplace.
Gender Pay Gap Report 2022 – full audit information
|Mean Hourly Rate Gender Pay Gap||15.8%|
|Median Hourly Rate Gender Pay Gap||23.5%|
|Hourly Rate Quartiles||Males||Females|