2022 Gender Pay Gap Data
What is Gender Pay Gap reporting?
Employers with 250 employees or more publish data on the pay gap between the average salaries of their male and female staff. This is our fifth year of reporting.
There are several pieces of data we now publish here and on the government’s gender pay gap service:
- The mean and median gender pay gap in hourly rate
- The proportion of men and women in each quartile pay band
- The mean and median bonus gender pay gap.
The gender pay gap is not the same as unequal pay, which is paying men and women differently for doing the same or similar work.
Our 2022 Data
Our 2022 data shows a gender pay gap but remains at figures which compare favourably to equivalent data for the UK as a whole.
These results follow on from a long period affected by Covid restructure/redundancies/closure, and staff numbers remain below pre-Covid level. We are however, within range of attaining both a Gender Pay Gap below 5% overall and a gender-balanced workforce.
Difference in hourly rate
- Men’s mean hourly rate is 3.03% higher than women’s
The mean gender pay gap is the difference between the average hourly wage of men and women, across the whole of the National Theatre (Men’s rate £19.81, Women’s rate £19.21). - Men’s median hourly rate is 5.63% higher than women’s
The median gender pay gap is the difference in hourly wage between the ‘middle paid’ man and the ‘middle paid’ woman, when all employees are ranked from the highest to the lowest paid. (Men’s rate £18.65, Women’s rate £17.60). This measure gives an increased gap of + 0.74% compared to last year.
Proportion of women in each pay quartile
| Women | Men | |
|---|---|---|
| Top quartile (highest paid) | 54.55% | 45.45% |
| Upper middle quartile | 48.33% | 51.67% |
| Lower middle quartile | 58.85% | 41.15% |
| Lower quartile (lowest paid) | 60.48% | 39.52% |
Who received bonus pay
The National Theatre does not offer bonuses.
Summary
Included in this survey are 837 staff – 465 women and 372 men, working across a vast range of crafts and disciplines from office-based accountants and marketing officers to production and technical staff such as costume supervisors and scenic artists.
Whilst there is some variation in each quartile, our staff group is broadly balanced at all levels. Whilst women are significantly represented in the upper earnings quartile, there are more women than men in the lower quartiles leading to a negative median pay rate.
It is difficult to draw solid conclusions from this data as this report covers a period of post-covid rebuild and growth in staff numbers. The percentage of women in the lower paid quartile remains predominantly female but we are pleased that the percentage of women employed in this band has reduced by 3%. However, our ideal is a gap as close to zero as it can be on a consistent basis in both mean and median measurements, taking into account the variation of gender population according to the productions on stage.
How it was calculated
The staff included in the gender pay gap calculations for this year are permanent, fixed term and casual staff members who were working for the National Theatre on 5 April 2022. This group of our workforce comprises roughly 55.56% women and 44.44% men.