Gender Pay Gap 2022
Nimax Theatres Limited – Gender Pay Gap Report 2022
Nimax remains committed to maintaining a positive and inclusive workforce.
Results as of 5 April 2022
Mean pay gap -11.0%
Median pay gap -25.7%
Our gender pay gap is not due to pay differences between male and female staff. The majority of our staff are employed in our theatres and their hourly rates are set in accordance with the Broadcasting, Entertainment and Cinema Trade Union (BECTU) agreement.
It is well known that the theatre industry suffered a significant loss of skilled workers who left during the pandemic and most notably a greater proportion of these were female. Despite best efforts to maintain gender balance, the availability of female representation was greatly reduced from an already small base. The situation was and continues to be exacerbated by competition from other employers for available workers which has also driven up wage rates.
Prior to the pandemic, the company had success in maintaining a balanced representation of female and male members across both the senior management team in head office and in the theatre management teams, though the latter group has suffered a loss of females due to the pandemic. However the underlying reason for the gender pay difference within the industry remains the same. The difference is due to less female representation in technical roles within the theatres and these roles have historically been male dominated within the theatre industry. Nimax enjoys a long serving technical staff team and the majority of such roles are in the top two pay quartiles. Whilst in recent years there have been more females recruited into technical roles, there remains scope to recruit more female members.
The gender pay gap results as at 5 April 2022 reflect the situation at the time. The company needed to rebuild its business as quickly as possible but, for the reasons above, was limited in its ability to recruit more females into permanent roles and maintain a gender balance across the organisation. Making such changes now will have to be gradual and over a longer time period. As staff turnover amongst the full time, permanent group is very low, the results of these changes will not be seen as swiftly as desired.
Proportion of females and males in each pay quartile.
Male 63% Female 37%
Male 62% Female 38%
Male 30% Female 70%
Male 47% Female 53%
Mean bonus gap 0.0%
Median bonus gap 0.0%
Percentage receiving a bonus
Nimax does not offer a bonus scheme for employees.
I confirm the data reported is accurate.