Busy Bees Gender Pay Gap Report

Under new legislation that came into force in April 2017, UK employers with 250 or more employees must now publically report certain calculations annually which help to show whether they have a gender pay gap in their company.

Gender pay is not the same as equal pay. Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010. Gender pay measures a very different metric, it is a measure of the difference between men and women’s average earnings across the entire organisation regardless of their job role.

Busy Bees company profile

As at 31st March 2018 Busy Bees has eight legal entities in the UK with more than 250 employees, and we are required to produce and report separate data for each one.

Our data

The data indicates that there is a gender pay gap in some of our legal entities. There are lots of different factors that contribute to this, the largest contributor is where our National Support Centre (NSC) staff are included in entities Busy Bees Nurseries Ltd and the bonus pay within Busy Bees Day Nurseries Ltd. Within our NSC team there are a higher percentage of male colleagues with salaries reflective of their sector professions and expertise, in comparison to our nursery settings where we have predominantly female practitioners and apprentices.

We do however have a high percentage of female colleagues in senior posts earning salaries higher than male colleagues, which demonstrates our commitment to progress both male and female leaders.

At Busy Bees we have a range of bonus schemes and our bonus gap is reflective of this. They include lower financial value schemes aimed at rewarding those in non management positions, and management performance-related bonuses that are available to all of our nursery managers and some NSC roles. These tend to be of a relatively higher financial value and are based on specific objectives.

How we are supporting equal opportunities for all across our business

We have reviewed and improved our internal salary scales to ensure fairness applies to any individual appointed into a role, regardless of their gender. We have also created a robust Pay Review and Approval Policy applicable to all levels within the organisation.

We already have a number of initiatives in place for those who want to progress their careers, and our Chief Talent Officer is creating a new comprehensive talent management and succession programme. We have a high percentage of female leaders, our UK Chief Operating Officer is female as are the CEOs of North America and Asia. In fact, five out of the six members of our senior management team are women.

Although Busy Bees is an equal opportunities employer, most organisations within our sector will have a predominantly female workforce. And whilst we celebrate women in leadership, a goal for us is to attract more male practitioners to our company. With the proportion of men working in early years at just 2% we believe achieving a more diverse workforce will allow us to provide rich learning opportunities and effective role modelling to the children in our care, and create a well rounded pool of talent.

Achieving this will not come quickly or easily, but we’re working hard on changing this culture and are ensuring men feel encouraged and inspired to come and work with us. We’re also ensuring our male colleagues are provided with opportunities to progress, one of our most recent Regional Director appointments was male.

Our gender pay gap reports


Busy Bees Nurseries Ltd %
1. Mean gender pay gap - ordinary pay 8.2
2. Median gender pay gap - ordinary pay 1.9
3. Mean gender pay gap - bonus in the 12 months ending 31 March 31.6
4. Median gender pay gap - bonus in the 12 months ending 31 March 28.6
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 9.2
Female 15.5
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 88.2 11.8
Second 93.8 6.2
Third 92.3 7.7
Fourth (upper) 86.4 13.6

Women’s mean hourly rate is 8.2% lower than men’s

When comparing mean hourly rates, women earn 92p for every £1 that men earn.

Women’s median hourly rate is 1.9% lower than men’s

When comparing median hourly rates, women earn 98p for every £1 that men earn.


Busy Bees Day Nurseries Ltd %
1. Mean gender pay gap - ordinary pay 0.2
2. Median gender pay gap - ordinary pay -3.2
3. Mean gender pay gap - bonus in the 12 months ending 31 March 57.1
4. Median gender pay gap - bonus in the 12 months ending 31 March -12.5
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 9.2
Female 15.5
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 91.5 8.5
Second 97.0 3.0
Third 97.3 2.7
Fourth (upper) 95.3 4.7

Women’s mean hourly rate is 0.2% lower than men’s

When comparing mean hourly rates, women earn the same as men.

Women’s median hourly rate is 3.2% higher than men’s

When comparing median hourly rates, women earn £1.03 for every £1 that men earn.


Busy Bees Day Nurseries (Trading) Ltd %
1. Mean gender pay gap - ordinary pay -4.9
2. Median gender pay gap - ordinary pay -3.2
3. Mean gender pay gap - bonus in the 12 months ending 31 March -252.5
4. Median gender pay gap - bonus in the 12 months ending 31 March -60.0
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 2.6
Female 7.4
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 87.7 12.3
Second 94.4 5.6
Third 96.3 3.7
Fourth (upper) 92.5 7.5

Women’s mean hourly rate is 4.9% higher than men’s

When comparing mean hourly rates, women earn £1.05 for every £1 that men earn.

Women’s median hourly rate is 3.2% higher than men’s

When comparing median hourly rates, women earn £1.03 for every £1 that men earn.


Busy Bees Day Nurseries (Scotland) Ltd %
1. Mean gender pay gap - ordinary pay 1.9
2. Median gender pay gap - ordinary pay 6.8
3. Mean gender pay gap - bonus in the 12 months ending 31 March -337.3
4. Median gender pay gap - bonus in the 12 months ending 31 March 0
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 2.9
Female 11.5
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 91.8 8.2
Second 94.8 5.2
Third 93.9 6.1
Fourth (upper) 84.7 15.3

Women’s mean hourly rate is 1.9% lower than men’s

When comparing mean hourly rates, women earn 98p for every £1 that men earn.

Women’s median hourly rate is 6.8% lower than men’s

When comparing median hourly rates, women earn 93p for every £1 that men earn.


Just Learning Ltd %
1. Mean gender pay gap - ordinary pay -4.8
2. Median gender pay gap - ordinary pay -2.7
3. Mean gender pay gap - bonus in the 12 months ending 31 March -225.8
4. Median gender pay gap - bonus in the 12 months ending 31 March -6.7
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 10.0
Female 15.3
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 87.6 12.4
Second 92.2 7.8
Third 92.5 7.5
Fourth (upper) 91.9 8.1

Women’s mean hourly rate is 4.8% higher than men’s

When comparing mean hourly rates, women earn £1.05 for every £1 that men earn.

Women’s median hourly rate is 2.7% higher than men’s

When comparing median hourly rates, women earn £1.03 for every £1 that men earn.


Kid's First Day Nurseries Ltd %
1. Mean gender pay gap - ordinary pay 3.9
2. Median gender pay gap - ordinary pay 4.8
3. Mean gender pay gap - bonus in the 12 months ending 31 March -293.5
4. Median gender pay gap - bonus in the 12 months ending 31 March 0
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 13.3
Female 4.7
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 97.6 2.4
Second 97.6 2.4
Third 96.9 3.1
Fourth (upper) 96.0 4.0

Women’s mean hourly rate is 3.9% lower than men’s

In other words when comparing mean hourly rates, women earn 96p for every £1 that men earn.

Women’s median hourly rate is 4.8% lower than men’s

In other words when comparing median hourly rates, women earn 95p for every £1 that men earn.


Kinder Nurseries Ltd %
1. Mean gender pay gap - ordinary pay 10.2
2. Median gender pay gap - ordinary pay 10.5
3. Mean gender pay gap - bonus in the 12 months ending 31 March -267.4
4. Median gender pay gap - bonus in the 12 months ending 31 March -81.8
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 7.1
Female 8.2
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 97.1 2.9
Second 94.1 5.9
Third 98.5 1.5
Fourth (upper) 89.6 10.4

Women’s mean hourly rate is 10.2% lower than men’s

When comparing mean hourly rates, women earn 90p for every £1 that men earn.

Women’s median hourly rate is 10.5% lower than men’s

When comparing median hourly rates, women earn 90p for every £1 that men earn.


Treetops Nurseries Ltd %
1. Mean gender pay gap - ordinary pay -3.0
2. Median gender pay gap - ordinary pay 0.0
3. Mean gender pay gap - bonus in the 12 months ending 31 March -190.7
4. Median gender pay gap - bonus in the 12 months ending 31 March 0.0
5. Proportion of male and female employees paid a bonus in the
12 months ending 31 March:
Male 11.1
Female 23.0
6. Proportion of male and female employees in each quartile
Quartile Female % Male %
First (lower) 97.5 2.5
Second 98.3 1.7
Third 99.2 0.8
Fourth (upper) 97.5 2.5

Women’s mean hourly rate is 3% higher than men’s

When comparing mean hourly rates, women earn £1.03 for every £1 that men earn.

Women’s median hourly rate is 0% lower than men’s

When comparing median hourly rates, women earn the same as men.


Declaration

We confirm that all Busy Bees gender pay gap calculations are accurate and meet the requirements of the regulations.


Clare Phizacklea – Chief Talent Officer

Rachel Humphreys – Head of HR