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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.

The SBT published its gender pay gap and bonus pay gap data on GOV.UK on Tuesday 27th March 2018.

The Shakespeare Birthplace Trust

The SBT employs over 280 people (190 full time equivalent employees). 75% of those employees are female. This includes senior levels, where at the time of collecting the data 69.6% were female. However, in our lower-graded roles such as retail, catering and cleaning 77.8% are women, leading to a small overall gender pay gap. The mean gender pay gap at the Shakespeare Birthplace Trust is 2.9% in favour of men, based on hourly rates. This is significantly lower than the national mean male bias average of 17.4%.

The Shakespeare Birthplace Trust (SBT) is committed to encouraging equality and diversity amongst our work force, amongst our volunteers and within our Trustee Board and preventing discrimination. The Trust is also committed to increasing the diversity of our visitors, particularly from our regional audiences.

The SBT employs people in a wide variety of roles from cleaners, visitor reception, catering, retail sales assistants and administrators through to senior manager and director positions.

Each grouping of employees has a salary banding fixed utilising a recognised external benchmark and there are 16 pay grades. Men and women are paid the same amount for carrying out the same work. We have an annual pay review process.

Comparison of the median data shows a gap in favour of men of 1.8%.

Pay quartiles are listed below.

Bonus Pay

The SBT does not have a company-wide bonus scheme as standard. A regular incentive scheme is in place for our Visitor Reception Team at Shakespeare’s Birthplace based on performance and one-off bonuses are occasionally made to acknowledge a particular achievement. For the period the data covers two ad hoc bonus payments that had been made.

Pay by Quartiles

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

                                                 Male (%)               Female (%)
Upper Quartile                        30.2                      69.8
Upper Middle Quartile           22.2                      77.8
Lower Middle Quartile           27.0                       73.0
Lower Quartile                        22.2                      77.8

What do we currently do to ensure that we are an Equal Opportunities Employer?

The SBT already places significant focus on ensuring a diverse workforce.  However, our available recruitment pool, in a region with the lowest levels of unemployment, reflects the same gender bias as our workforce. Of applications for all vacancies in 2017, 74% were women.

We advertise across a wide variety of media. Our rigorous recruitment process ensures that we recruit on merit and qualification using competency based scored interviews. We also encourage internal promotions and have many examples of this; however, as a result, the spread of our gender pay gap does not change. 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 our workforce. Our average monthly turnover is 4.5% against the charity sector average of 16%.

As an employer we offer flexible working, weekend working, part time roles, job shares and working from home opportunities. This suits our 7 day per week 364 day a year operation. We are listed in the Times Top 100 Not for Profit Organisations to work for.

Work to reduce the Gender Pay Gap

The SBT has an Equality, Diversity and Inclusion Policy (EDI) and a 4 year action plan to improve the diversity of our workforce. Download our EDI charter for a summary of our commitment. 

In order to achieve our targets we are working closely with the EDI and Access focus groups and our Staff Forum. 


Author: Becky Cund, Director of HR & Administration 

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