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Gender Pay Gap Report

Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees.

In the interest of transparency the Shakespeare Birthplace Trust (the Trust) has voluntarily published its gender pay gap and bonus pay gap data on its website on 5 April 2022.

Please note that the last time that the Trust published its gender pay gap and bonus pay gap data was for the 2020/21 tax year based on a snapshot date of 5 April 2020, and we will be using this as our comparator throughout this supporting narrative.

The Shakespeare Birthplace Trust’s Position

On 5 April 2021, the Trust employed 119 people (83 full-time equivalent employees), and 73.3% of those employees were female.

On 5 April 2021, the Trust had 29 employees on furlough and 33 employees on flexible furlough as part of the Government’s Coronavirus Job Retention Scheme. During this time the Shakespeare family homes and shops were closed in accordance with Step 2 of the Government’s Coronavirus roadmap.

A significant number of employees remained on the furlough scheme until 16 May 2021with the gradual reopening of museums and cultural attractions in line with Step 4 of the Government’s Coronavirus roadmap. We continued to use the scheme for a smaller number of employees, mainly on flexible furlough, until it ended on 30 September 2021.

The Trust’s use of the Government’s Coronavirus Job Retention Scheme has had an impact on our gender pay gap calculations, but this will be the last gender pay gap reporting period which is impacted by the furlough scheme.

Our Gender Pay Gap

Despite having robust processes in place and a mitigation due to the ongoing impact of the Coronavirus Job Retention Scheme on the calculation, the gap between the average pay of our male and female employees increased between April 2020 and April 2021.

The 2021 mean gender pay gap at the Trust, based on hourly rates, was 30.2% in favour of male employees, which is an increase on its mean gender pay gap of 26.6% in 2020.

The UK’s average gender pay gap based on 2021 data is not available yet. However, the national mean male bias average in 2020 was 15.5%, and we will compare the Trust’s 30.2% gap when UK wide 2021 data is available following the 5th April 2022 deadline.

Comparison of the median data for 2021 shows a 21.1% gap in favour of male employees, which is an increase on 16.2% in 2020.

Pay quartiles are listed below:

Bonus Pay

No bonuses were paid in the 2020/21 tax year.

Pay by Quartiles

The pay grades are listed below with a male/female split.

% of staff: Male Female
Upper Quartile 64.3 35.7
Upper Middle Quartile 7.1 92.9
Lower Middle Quartile 28.6 71.4
Lower Quartile 28.6 71.4

Average Hourly Rate: Male Female
Upper Quartile £31.43 £28.88
Upper Middle Quartile £14.00 £15.70
Lower Middle Quartile £12.40 £12.41
Lower Quartile £9.27 £9.26



Work to reduce the Gender Pay Gap

The Trust is committed to reducing our gender pay gap, encouraging equality and diversity amongst its workforce, volunteers and within its Board of Trustees, and to preventing discrimination. The Trust has a fixed salary band structure, with 16 pay grades, which is designed around externally recognised benchmarking. Males and females are paid the same amount for carrying out the same work. We are committed to supporting women across different roles in their career development as well as attracting more women into management roles.

We have an annual pay review process, however due to the financial impact of the Coronavirus pandemic no award was made in either April 2020 or April 2021, although we will be making a pay award in April 2022.

What does the Shakespeare Birthplace Trust currently do to ensure that it is an Equal Opportunities Employer?

The Trust already places significant focus on ensuring we are an equal opportunities employer.

We employ people in a wide variety of roles covering administration, collections, communications, content and programme, development, estates, farming, finance, gardens, HR, ICT, learning, marketing, research, retail, sales and visitor engagement. We offer flexible working, weekend working, part-time roles, job shares and hybrid working opportunities.

We advertise job vacancies across a wide variety of media and our rigorous recruitment process ensures that we recruit on merit and qualification using competency-based and values scored interviews. In addition, whilst turnover is fluid in seasonal roles, core permanent and fixed-term roles have high retention so there is not significant movement in the workforce. For 6 April 2020 to 5 April 2021 the Trust’s average monthly turnover is 8.1% against the UK average of 15%.

Our commitment to Equality, Diversity, Inclusion and Belonging

The Trust has a continuing commitment to Equality, Diversity, Inclusion and Belonging (EDIB) and already places significant focus on ensuring a diverse workforce. However we recognise that we need to better understand the diversity of all of our peoples’ perspectives and their day-to-day experiences of working with the Trust.

We are passionate about becoming a truly inclusive organisation with the people who work with us and our audiences as diverse as the communities we serve. This is fundamental to our belief that Shakespeare is for anyone and that the range of experience diversity brings is a huge asset to the Trust. We are determined to do our utmost to ensure an inclusive, welcoming environment for our people and audiences.

We are working with an independent specialist consultancy, to build upon the feedback we received from our recent organisation-wide “Everyone Counts” EDIB survey. This is helping us to further improve our ability to welcome people from all places and backgrounds and ensure that the experience of working with the Trust resonates with everyone.

Anne Doughty (she/her)

Head of HR

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