In April 2018, the National Education Union employed more than 250 people. 

The following information shows the difference in average female and male earnings at April 2018.

  • Mean gender pay gap – 12.8%
  • Median gender pay gap – 19.38%
April18 NEU pay gap
 

Men

Women

Total

% Men

% Women

Lower Quartile

30

113

143

20.98

79.02

Lower Middle Quartile

43

99

142

30.28

69.72

Upper Middle Quartile

59

84

143

41.26

58.74

Upper Quartile

66

76

142

46.48

53.52

Total

198

372

570

34.74

65.26

The National Education Union was formed on 1 September 2017 following the amalgamation of the National Union of Teachers and the Association of Teachers and Lecturers. From 1 September 2017 to 31 December 2018 the union operated within the two legacy sections through a 16 month transition period. During the transition period, we brought together the two separate staffing structures and a new amalgamated staffing structure was introduced on 1 November 2018.

The  April 2018 pay gap information is the first set of reported information for the National Education Union and therefore reflects the new organisation as it was mid-way through a fundamental review of its organisational structure.

Information taken from February 2019 reflects the current female and male earnings following the introduction of the NEU staffing structures. This shows an improvement in the difference in average female and male earnings compared to April 2017 (NUT figures) and April 2018.

Our data for February 2019 is as follows:

  • Mean gender pay gap – 11.38%
  • Median gender pay gap – 15.87%
Feb19 NEU pay gap
 

Men

Women

Total

% Men

% Women

Lower Quartile

25

103

128

19.53

80.47

Lower Middle Quartile

45

83

128

35.16

64.84

Upper Middle Quartile

55

73

128

42.97

57.03

Upper Quartile

58

69

127

45.67

54.33

Total

183

328

511

35.81

64.19

The data above demonstrates that the mean and median gender pay gaps are as a result of a higher proportion of female staff in the lower and lower middle quartiles than in the upper middle and upper quartiles.

Equality continues to be vitally important to our work as a union and we are actively seeking to address and plan for a reduction to the current pay gap working jointly with our staff and recognised unions.

This work is currently being progressed through the development of employment policies and initiatives at both the NEU Joint union negotiating committee and the Equalities working group.  We have already agreed a suite of flexible family friendly working arrangements, including flexible working, occasional home working and a professional hours policy. We continue to work towards reaching agreement on an improved and generous maternity leave policy as well as our Employee Equality and Diversity and Dignity at work policies.

This year we have negotiated and agreed our 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.

We are absolutely committed to continuing to reduce our gender pay gap through training, development and progression routes for female staff. We have seen some improvements this year and we intend to maintain our focus on this area of work to achieve this.

Mary Bousted and Kevin Courtney

Joint General Secretaries National Education Union