"Having joined the business this April, one of my first priorities was to review our gender pay gap. This data covers Lifetime Training, Innovate and Skilltech, which all make up the Lifetime Group.
I was pleased to find that as a business, Lifetime understands the value in diversity and inclusion in order to thrive and serve our learners in the best possible way. We have an established Inclusion and Diversity forum who are building actions that will drive change for women along with all pillars of diversity, equity and inclusion and I look forward to working with this forum in coming months." Di Gwinnell, HR Director
Gender population by pay quartile
As required by the regulations we have split our relevant paid colleagues into four equal quartiles based on their average total hourly rate of pay to show the gender distribution for each quartile.
|
Female |
Male |
|
|
Upper Quartile |
56.8% |
43.2% |
|
Upper Middle Quartile |
69.9% |
30.1% |
|
Lower Middle Quartile |
74.3% |
25.7% |
|
Lower Quartile |
61.8% |
38.2% |
Proportion of employees paid a bonus
|
Female |
Male |
|
|
% received a bonus |
50.4% |
49.6% |
|
Median gender pay gap |
4% |
12% |
Closing the gap
"As you can see from the data, the majority of employees (67%) are female at the Lifetime Training Group. We continue to support flexible working with 15% of the workforce working on flexible or part time contracts (with just over half of these being females).
However, it remains the case that a greater proportion of males than females hold the most senior roles in the business, influencing the gender pay gap. Focussed learning and development conversations and succession planning continue to be the priority to support female progression across the Group.
When comparing across the education industry and with comparable companies across the Independent Training Provision I have found that Lifetime’s gender pay gap is in-line and in places favourable to the average benchmark. That said, any gap whatever the size needs addressing.
My commitment this year is to make sure all people activity has the lens of diversity, equity and inclusion applied to it. This will include a review of our family-friendly policies, our benefits provision including bonus schemes and the creation of our Learning and Development strategy.
We have an established Inclusion and Diversity forum and I look forward to working with this forum in coming months to continue to develop actions that will drive change for women along with all pillars of diversity, equity and inclusion. I confirm that the information and data reported is accurate as of the snapshot date 5th April 2022."
Di Gwinnell, HR Director