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 third report covering the period up to the snapshot date of 5 April 2019.
|Quartile||Males (%)||Females (%)|
|upper middle quartile||2.1||97.9|
|lower middle quartile||1.0||99.0|
What does this mean?
The data tell us that our employees are predominately female.
The increase in the difference in mean and median pay between men and women is due to a fall in the number of males employed in full-pay care positions. Since the time of last reporting we have seen our numbers of male care workers halve (albeit from a small base), meaning that of the male workers we employ in full-pay positions, a third of them hold management posts.
Our bonus scheme is available to the nursery and area managers. We had one male nursery manager receive bonus payments during the qualifying period.
The low number of males in all the quartiles is reflective of the small number of men we employ across the business (2.6% in total), 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.
A.W. Driffield, Managing Director.