At Prior’s Court we help to improve the lives of young people and families who are severely affected by autism.  We seek and value differences in people in thinking, experience, ethnicity, age, gender, faith, personalities and styles. The different skills, experiences and abilities of our people are what create the supportive learning environment we wish to promote for our young people.

Engaging in our communities is an important aspect of what we do. Being involved in the communities where we work and live helps us give to others and learn from others, and fuels our desire to improve the lives of those affected by autism. By embracing diversity in these opportunities, we’re also building Prior’s Court’s visibility as a great place for everyone to work. 

OUR APPROACH TO DIVERSITY AND INCLUSION

One of the reasons our young people are able to make such progress is due to the diversity of our staff teams whose cultural and career backgrounds are as broad and valuable as their personalities, skills and experience.

Our specialist approach is key to each young person's progress and we aim to make every one of our staff an expert in supporting young people severely affected by autism. We employ staff with backgrounds in psychology, social care, therapy, engineering, teaching, special needs education and many more. We also have a talented team working behind the scenes to support Prior's Court aims in areas such as Admissions, Marketing, HR & Training, IT, Finance, Housekeeping and Estates.

The different cultures, nationalities, backgrounds, insights, and physical and mental abilities of our people are what makes Prior’s Court a special place to work. We strive for an inclusive environment where employees feel safe, engaged and supported to make a difference. We want everyone at Prior’s Court to feel valued.

Gender pay gap report

New legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. This report focuses on the pay gap between men and women across the organisation, it does not focus on the differences in pay for a specific job. The below tables are a snapshot of the diversity within our organisation.

We are pleased to report that at Prior’s Court we do not pay our women less than our men and we are in fact bucking the industry norm by reporting on a negative pay gap which means that our women on average are not paid less than men. The results also tell us that our woman progress well within the organisation. Due to the nature of the work we undertake, we have a number of women who join our organisation in entry level positions and who then successfully develop their careers into middle and senior management roles.

We are actively working with our local community to ensure our numbers are more representative across all groups and will continue to find ways to extend our reach for the enrichment of the lives of our young people.

Employees by pay quartile Male Female
Upper quartile 30% 70%
Upper middle quartile 39% 61%
Lower middle quartile 41% 59%
Lower quartile 41% 59%

Difference in mean hourly rate of pay  -6.1%
Difference in median hourly rate of pay -7.7%

 

You can download a statement from CEO, Mike Robinson and Director of HR, Nicola Beckley here.