2024 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 sixth 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 2024 Data
Our 2024 data show a gender pay gap, but it continues to improve compared to 2023 figures and is well below the UK average of 7.7% (ONS estimate 2023).
Difference in hourly rate
- Men’s mean hourly rate is 0.87% lower 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 £22.27 Women’s rate £22.46). This measure shows a shift as women have a higher mean hourly rate to men, compared to 2023 where the Men’s rate was 0.74% higher. - Men’s median hourly rate is 3.67% 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 £21.13 Women’s rate £20.32). This shows further decrease of 0.4% on the 2023 results of 4.02% and shows improvement in bridging the gap between Men and Women.
Proportion of women in each pay quartile
| Women | Men | |
|---|---|---|
| Top quartile (highest paid) | 58.20% | 41.80% |
| Upper middle quartile | 53.04% | 46.96% |
| Lower middle quartile | 57.72% | 42.28% |
| Lower quartile (lowest paid) | 62.60% | 37.40% |
There are more Women than Men in both the top quartile and lower quartile. We have seen a shift in the number of women in the lower quartile increasing to 62.60% from 58.05%, an increase of 4.55% compared to 2023.
Who received bonus pay
The National Theatre does not offer bonuses.
Summary
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 2024. This group of our workforce comprises 57.88% women and 42.12% men.
Included in this survey are 983 staff – 569 women and 414 men, working across a vast range of facts and disciplines from office-based accountants and marketing officers to production and technical staff such as costume supervisors and scenic artists. This is an increase from last year of 163 staff.
The percentage of Women in the upper earnings quartile continues to be well represented. The percentage of employees in the lower quartiles continues to be female and has slightly increased this year from 2023.
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.
Whilst there is some variation in each quartile, our staff group is broadly balanced at all levels. Women are significantly represented in the upper earnings quartile, there are more women in the lower quartiles leading to a negative median pay rate.
How it was calculated
The staff included in the gender pay gap calculations are our permanent, fixed term, casual staff members and Actors who were working for the National Theatre on 5 April 2024 (our snapshot date). The total was 1045 employees, and they are referred to as ‘Relevant Employees’
From this list of ‘Relevant’ employees we identified a subset of employees who are referred to as ‘Full-Pay Relevant Employees’. Gender Pay Gap reporting is based on ‘Full-Pay Relevant’ Employees only.
Full-pay relevant employees are all employees employed on our snapshot date who are either:
- paid their usual full basic pay – including paid leave –during the pay period in which our snapshot date of 5 April 2024 falls.
- paid less than their usual basic pay rate, but not because of leave (for example, because they have irregular working hours)
We exclude anyone as a full-pay relevant employee if they were not paid their usual full basic pay because they were on leave at the time. This includes employees on:
- annual leave
- maternity, paternity, adoption, parental or shared parental leave
- sick leave
- special leave
- any other forms of leave (for example, study leave or sabbaticals)
The total number of employees was 1045 of which 983 were ‘Full Pay Relevant’. The National Theatre’s Gender Pay Gap reporting is based on these 983 employees.