Gender Pay Gap

Gender pay gap legislation was introduced by the Government in April 2017 and requires employers with over 250 employees to calculate and publish their annual pay gap data.

The gender pay gap measures the difference between the average (mean) and median hourly earnings of men and women.

It is important to emphasise that the gender pay gap is not the same as the concept of equal pay.  Equal pay legislation is designed to ensure that women are not being paid less than men performing the same role or “work of equal value”.  We regularly monitor equal pay to comply with our legal obligations in this regard.

The gender pay gap is calculated by taking all employees across our organisation 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 our domestic roles, particularly cleaning and laundry staff, are almost exclusively applied for by female candidates. 57% of Haileybury’s overall female workforce fall into the bottom two quartiles.

The Senior Leadership Team is equally split between males and females, with 46% of roles occupied by females. Through continual education and development, we continue to be committed to ensuring that we adopt standards and approaches that seek to safeguard equality in the workplace.  Vacancies are open to all and staff are treated equally throughout the selection process and their employment.

Gender Pay Gap Report 2023 – full audit information

Please click here for our pay gap report archive.