Barrow Cadbury Trust is committed to being a fair, family-friendly and equal opportunities employer. Our salaries are externally benchmarked and are on progression scales. No two posts have identical job descriptions. This link to a pdf outlines the figures underpinning our gender and BAME pay gaps, expressed in two ways. The mean is the average of all relevant employees. The median is the salary of the middle person when salaries are listed from the lowest to the highest. Because we have a London Living Wage Intern, which is not a structural position but a training opportunity, we present the pay gaps both with and without this post for transparency.
The figures show that women are paid more than men in our organisation – 15.8% (mean); 9.1% median without the Living Wage Intern. When the Living Wage Intern is added in these figures drop to 3.5% mean and 0.0% median. This is because our current Living Wage Intern is a man (but they haven’t all been).
The figures show that women are more represented in the top and bottom quartiles (i.e. the higher and lower paid).
The BAME pay gap shows that non-BAME staff are paid 9.0% less than BAME (mean) but 8.3% more (median) without the Living Wage Intern. When the Living Wage Intern is added in those figures become 14.5% less (mean) and 4.6% more (median). Again, this is because our Living Wage Intern is non-BAME (though they haven’t all been). Conversely to the gender pay gap, BAME staff are more represented in the second and third (i.e. middle) quartiles.
Our definition of BAME, by self definition, includes people of Jewish and mixed racial heritage but not Irish or other white migrants. (We would include first generation Irish should someone identify as BAME).