2.2 Median Pay-gap Calculation as at 31st March 2017 Male middle range hourly rate - Female middle range hourly rate = pay-gap (monetary) Pay-gap (monetary) / male middle range hourly rate x 100 = Median pay-gap (%) Gender Staff Number Average Hourly Rate of Pay Male 53 13.67 Female 95 12.36 Total 148 12.84 9.58% Harmeny’s overall Median gender pay gap for employees is 9.58%, which is significantly below the Scottish Government’s national overall median gender pay gap statistics in 2016, of 16%. 2.3 Bonus Pay-gap Harmeny does not operate any bonus payments or scheme, as such, no bonus payments were made within the reporting period for male or female employees within Harmeny, therefore the mean and median bonus pay gap is 0%. In terms of the 6 basic calculations as required by gender pay gap guidance, numbers 3-5 do not apply to Harmeny. 2.4 Pay Quartiles by Gender The figures set out have been calculated using the standard calculations used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Band Males Females Description A 6.3% 17.3% Includes all Harmeny employees whose standard hourly rate places them within the lower quartile B 9.4% 17.3% Includes all Harmeny employees whose standard hourly rate places them above the lower quartile but at or below the median C 12.6% 12.6% Includes all Harmeny employees whose standard hourly rate places them above the median but at or below the upper quartile D 8.7% 15.8% Includes all Harmeny employees whose standard hourly rate places them within the upper quartile 3. ANALYSIS While Harmeny’s gender pay gap compares favourably against National Statistics it is committed to doing everything that it can to reduce the gap, however, also recognises that its scope to act is limited in some areas. It has, for example, no direct control over career choices of individuals or sector pay rates. 4. OCCUPATIONAL SEGREGATION
As at March 2017, Harmeny employed 148 employees and workers, 95 (64%) female and 53 (36%) male. Horizontal segregation is detailed in the below graph based on the main departments and functions within the organisation. There are a couple of key areas that are well represented in terms of horizontal segregation, i.e. SMT, HSMT and the general Care Team (Sessional RCCW, Trainee RCCW, RCCW and Senior RCCW groups). Areas for future analysis and development based on the imbalance are Educational Support, Outdoor Education, Office Administration and domestic staff. In terms of vertical segregation, given the structure of the organisation this can be demonstrated in 4 salary groupings. Group 3 and 4 are well balanced and matched in terms of vertical segregation within the overall organisation. Groups 1 and 2 are imbalance in favour of women, the main reasons for this is due to the overall proportion of female employees/workers that are employed by Harmeny (64%). Additionally, Group 2 has a 57% balance in favour of female employees given the varying types of roles in this group. Group 1 has a 75% balance in favour of female employees due to significant areas of the business such as Office Admin, Educational Support, Domestic and Night Awake staff being filled by female employees. This requires further analysis and review. Harmeny recognises the link between gender pay gap and occupational segregation, as well as its responsibility to address any potential issues. Harmeny is committed to doing this by reviewing current data and future trends and by having good employment practices and policies in place which assist in the reduction of occupational segregation. As well as a focus on policy and monitoring, Harmeny will reflect on its own practices to ensure occupational segregation is reduced as far as reasonably practicable by considering our practice in relation to recruitment, training and development, workplace culture, supervision and support. 7. CONCLUSION Harmeny Education Trust believes that inclusive and diverse teams at all levels will enhance the experience of the children we work with. Placing diversity at the heart of workforce planning (encompassing recruitment, promotion and succession planning) is vital to achieve a step change in our staff profile, to build diverse teams at every level, and in every department. Harmeny Education Trust remains committed to fair and equitable remuneration and this will continue to be a fundamental element of all of our policies and processes. Reference 1 Scottish Government, March 2017, 2 Close the Gap SCIO, March 2017,