Gender pay gap

The work of the Equalities Working Group significantly contributes to our aim of improving opportunities for under represented groups and is regularly attended by the  NEU joint general secretaries.

In April 2022, the National Education Union employed 550 people.

The following information shows the difference in average female and male earnings in April 2022.

  • Mean gender pay gap – 7.89%
  • Median gender pay gap – 7.11%

The April 2022 pay gap information compared to April 2021 figures shows an improvement of over 1% in mean pay gap, and a small improvement in median pay gap.

April 2021

  • Mean gender pay gap – 8.97%
  • Median gender pay gap – 7.74%

The NEU published its first gender pay gap report in April 2018.

  • Mean gender pay gap – 12.8%
  • Median gender pay gap – 19.38%

We are pleased that there has been a significant improvement in the mean and median gender pay gap since then.

Gender pay gap action plan.

Through our joint work with staff and the recognised unions and self-organised groups (including the NEU Women’s group) as well as our Equalities Working Group we have further reviewed and updated our Dignity at Work policy. The work of the Equalities Working Group significantly contributes to our aim of improving opportunities for under-represented groups and is regularly attended by the Joint General Secretaries.   

We continue to put in place initiatives to:

  • Improve recording and monitoring of diversity data to enable effective analysis.
  • Have recruitment practices that include anonymised shortlisting and a guaranteed interview scheme.
  • Have a rolling programme of mandatory training for managers including Diversity and Inclusion, Recruitment and Selection, Performance Management and Wellbeing and Mental Health.
  • Continually develop and review our in-house mentoring programme.

Quartile analysis

Our organisation has a higher percentage of female employees (62%) and there are more women than men in every quartile of our pay structure. The 2022 mean and median gender pay gaps are due to the higher percentage of women in the lower quartile than in the upper middle and upper quartiles.

Pay Quartiles by Gender

Upper Quartile41%59%
Upper Middle Quartile49%51%
Lower Middle Quartile41%59%
Lower Quartile19%81%

The NEU is currently rolling out initiatives in consultation with our recognised unions to further support women in the workplace through:

  • Continued promotion of anti-sexual harassment workplace policies and improved procedures for reporting and investigating reports of sexual harassment.
  • Unconscious bias training for all staff.
  • Training for managers to increase awareness of gender specific health issues.
  • Continued roll out of sexual harassment training to all managers.
  • Leadership and management programme for aspiring managers. Criteria includes first consideration of applications from female and/or black staff who are currently under-represented in management roles. 

We continue to work within a negotiated and agreed NEU Pay Policy which clearly and transparently sets out annually negotiated salary pay scales and progression, a range of employee allowances and the NEU’s process for job evaluation.  

It is our recruitment practice to demonstrate that processes are non-discriminatory and promote equality of opportunity via equality and diversity monitoring and we welcome applications from individuals seeking part-time, job-share or other flexible working arrangements.

Our priority continues to be a reduction in our gender pay gap for female staff through planning, training, and policy development. This year we have continued to focus our work on the roll out sexual harassment training for managers as well as raising awareness of the Dignity at Work policy in order to improve the working environment for staff in line with our NEU Values.

NEU pay gap bar chart
NEU pay gap bar chart
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