Gender Pay Gap Report

Gender Pay Gap for the reporting date of 5th April 2018

From 6 April 2017 employers in Great Britain with more than 250 staff are required by law to publish the following four pieces of information annually on their own website and on a government website:

• Gender pay gap (mean and median averages)

• Gender bonus gap (mean and median averages)

• Proportion of men and women receiving bonuses

• Proportion of men and women in each quartile of the organisation’s pay structure

Shakespeare’s Globe falls within the scope of the reporting regulations and we will publish our gender pay gap annually along with a commentary about the possible reasons and also how we plan to address any gap.

For the purpose of this report, we refer to staff in terms of ‘men and women.’ When reporting data as outlined in the legislation, we refer to ‘male and female’. We acknowledge that gender is self-defined and not binary.

Shakespeare’s Globe Workforce Profile

Our workforce is split across theatre, education, exhibition & tour and support areas including communications, finance, development, human resources, building operations, retail and administration. The workforce consists of full time and part time, casual and freelance workers whose pay structures and pay rates vary. The Gender Pay Gap was calculated using each individual’s equivalent hourly pay rate in order to be able to compare data on a like for like basis.

Those employees who are considered relevant for the purposes of this report are full time and part time permanent and temporary employees, plus casuals and freelancers including education practitioners, actors, stage managers, and technical staff including wigs and wardrobe, lighting and sound technicians.

The Gender Pay Gap 2018

Mean Gender Pay Gap 2018: +10.1% (2017: +16%) 

This means that the mean average earnings of men is 10.1% higher than the mean average earnings of women, irrespective of their role or seniority. This is calculated by taking all of the individual pay rates of men and all of the individual pay rates of women and then taking the mean average difference.

Median Gender Pay Gap 2018: +6.6% (2017: +7%) 

The median is the figure that falls in the middle of a range when all individual wage rates are listed in order from lowest to highest. The result means that the midpoint when looking at all the individual pay rates of men at Shakespeare’s Globe is 6.6% higher than the midpoint of women’s individual pay rates when listed from lowest to highest.

Shakespeare’s Globe does not have a bonus scheme so we do not report on bonus payments related to gender.

2018 Pay Quartiles

Proportion of men and women in each quartile pay band 

2018 2018 2017 2017
Male % Female % Male % Female %
Upper quartile 47.0 53.0 50.6 49.4
Upper middle quartile 34.7 65.3 42.5 57.5
Lower middle quartile 35.5 64.5 33.3 66.7
Lower quartile 41.4 58.6 32.2 67.8

Actions that we are taking to address our Gender Pay Gap

Our ambition is to reduce the Gender Pay Gap over time, and to be able to report an improvement every year. We are developing internal targets to work to as well as a detailed action plan which has been distributed to our Trustees and staff. Whilst some actions are relatively quick to implement, we acknowledge that others will take time to gather the appropriate data as well as implement and then evaluate the results.

The action plan’s aims are to:

• Ensure we understand and analyse our data

• Ensure our working practices continue to challenge unconscious bias

• Ensure our recruitment practices are fair and robust

• Identify existing or potential barriers for current and future employees

• Give effective support during long term leave

• Ensure appropriate support for our managers

• Monitor staff experiences associated with gender

• Facilitate more balanced constructive conversations on progression

The action plan is a working document that will evolve over time.