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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 third report covering the period up to the snapshot date of 5 April 2019.

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: 13.8% (last year was 7.1%)
the difference in the median pay of full-pay men and women, expressed as a percentage: 2.6% (last year was 0.00%)
the difference in mean bonus pay of men and women, expressed as a percentage: 15.3% (last year was -100.0%)
the difference in median bonus pay of men and women, expressed as a percentage: -50.8% (last year was -100.0%)
the proportion of men and women who received bonus pay: Men – 10% (last year was 0.0%), Women – 5.6% (last year was 6.0%) 
the proportion of full-pay men and women in each of four quartile pay bands:
 
Quartile Males (%) Females (%)
upper quartile 3.1 96.9
upper middle quartile 2.1 97.9
lower middle quartile 1.0 99.0
lower quartile 3.1 96.9

 
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.

 

Signed 
 
A.W. Driffield, Managing Director.