We, as a business, place great importance on attracting and retaining the best talent in order to provide the highest standards of service to both our internal and external stakeholders, and maintain and strengthen the market position of all our business entities. We also promote an environment and culture which supports, challenges and develops our people. 

Furthermore, Barbican are committed to building a diverse and gender balanced workforce which reflects the customers and communities we serve and ensures our people can be their best selves at work. 

As a company, we are committed to both addressing gender representation and supporting women in the workplace.

Gender Pay Gap Reporting

Under the Equality Act 2010, the UK Government have introduced new reporting regulations that requires companies with a work force larger than 250 employees, to calculate and disclose their Gender Pay Gap (GPG) figures. This legislation has been in effect since 2017.

The GPG is separate to the Equal Pay Act. The Equal Pay Act focuses on the right for men and women to be paid the same when doing the same, or equivalent, work and prohibits any less favourable treatment between men and women in terms of pay and conditions. The GPG figures are calculated by looking at the average male salary and comparing it to the average female salary, irrespective of their role or seniority. 

Below you will find Barbican’s GPG data plus contextual information surrounding our results, along with our plans for addressing the GPG issue. The figures below are based on a headcount of 298 employees, taken at the snapshot date of 5 April 2018, including 180 male employees and 118 female employees.

Pay & Bonus Gap

The table below shows our overall mean and median gender pay gap based on hourly rates of pay as at 5 April 2018. It also captures the mean and median difference between bonuses paid to men and women within the Barbican Group in the year up to 5 April 2018, in relation to the 2017 bonus year.

Our Mean and Median gender pay gap figures in 2018 have remained largely unchanged compared with our 2017 figures.  

However, we have seen an increase in the bonus pay gap figures in 2018 due to a significant rise in the amount of female employees joining Barbican who were not eligible for a bonus due to their month of joining being outside of the bonus year criteria.  Whereas male employees, in the same situation last year have now been included in the 2018 figures.

Proportion of Employees Receiving a 2017 Bonus

Pay Quartiles

The above images show the proportions of male and female full-pay relevant employees, sorted from the lowest hourly rate of pay to the highest hourly pay rate, in four quartile pay bands divided into four equal parts. Quartiles 1,2 and 3 each contain 73 employees whilst Quartile 4 contains 72 employees.


  • There remains an historical higher representation of men in our senior management positions, however we have made a number of senior female hires during 2018 which we hope will have a positive effect on our GPG in 2019.
  • We still have more women than men working part time. Although we have received more requests from male employees requesting to working part time during 2018
  • We still have more male employees in the Group, but this has reduced since last year and now sits at 60.40%, compared to the female count of 39.60% as of 5 April 2018
  • Recruitment has remained fairly even between the genders with 37 male hires and 34 female hires in 2017

Focus for 2019

  • Succession planning has remained an important focus throughout 2018. We will continue to work on our talent pipeline (especially female development) across the organisation.
  • We are continuing to review our flexible working practices with a view to recommending an approach that Barbican can sustain in practical business terms. Our hope is that a fresh approach will help attract a wider pool of talent both now and in the future, while helping to retain experienced and skilled staff.  
  • We will continue to ensure that recruitment, especially middle management and above includes a balanced representation of female applications. 
  • We hope to be able to announce the hire of a senior level independent female executive in 2019 who will act as an Adviser to Barbican and to help drive forward our gender balance initiatives. 
  • To publish our April 2019 GPG results as soon as possible in Q2 2019.  There was a lot of change within Barbican in late 2018 and early 2019 and we believe that our GPG figures for the 2019 report will start to see a shift in bridging the gap that currently exists. 

As we stated last year, addressing the gender imbalance will take a long-term approach to begin to see a positive change in the figures.


We can confirm that the data contained within this report is accurate and meets the requirements of the Gender Pay Gap reporting regulations.

David Reeves, Group CEO
Jon Godfray, Group COO
Jo Hayes, Group head of HR

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