In April 2020, the National Education Union employed more than 500 people.  

The following information shows the difference in average female and male earnings in April 2020.

  • Mean gender pay gap – 8.49%
  • Median gender pay gap – 8.39%

The April 2020 pay gap information compared to April 2019 figures show our greatest improvement to date in year on year difference in average female and male earnings since the creation of the NEU in 2017. 

April 2019

  • Mean gender pay gap – 11.37%
  • Median gender pay gap – 16.8%

Quartile analysis

Our organisation has a higher percentage of female employees (63%) and there are more women than men in every quartile of our pay structure. The 2020 mean and median gender pay gaps are due to the fact that there are more women than men in the lower and lower middle quartiles than in the upper middle and upper quartiles.  

20GenderPayGapFig.1

M

F

Total

% Male

% Female

Lower Quartile

32

105

137

23.36

76.64

Lower Middle Quartile

52

85

137

37.96

62.04

Upper Middle Quartile

61

76

137

44.53

55.47

Upper Quartile

58

78

136

42.65

57.35

Overall

203

344

547

37.11

62.89

Gender pay gap action plan

We continue to embed our equalities initiatives within the NEU. We have achieved this 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.

Within our pay gap action plan, 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 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

We have reviewed and improved our flexible family friendly working arrangements this year and we are currently developing equalities initiatives in consultation with our recognised unions to further support women in the workplace through: 

  • Development of a Women’s health policy
  • Roll out of TUC endorsed sexual harassment training. 
  • CMI Leadership and management programme 

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. 

The annually negotiated pay increase effective September 2020 was weighted towards lower pay bands where proportionally more women are employed.   

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. 

This year we have strengthened our efforts to reduce our gender pay gap for female staff through planning, training, and policy development. We are pleased to have achieved our most significant improvement in reducing our gender gap and we continue our focus on keeping this one of the priorities for our organisation.

Mary Bousted and Kevin Courtney

Joint General Secretaries National Education Union