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 and 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 from CEO, Mike Robinson and Director of HR, Nicola Beckley - February 2019

Government 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 there is no significant difference between the average pay of men and women at Prior’s Court and that our position shows a higher degree of equality compared with other organisations. Our gender pay gap was 0.25% at April 2018 compared with 15% for all organisations in the private sector, 8% for charities and 5.4% for staff in the health and social care sector.

We welcome the positive picture of equal pay shown in this gender pay gap report as it is important to us that all at Prior’s Court feel equally valued. We will continue to do all we can to ensure Prior’s Court is a great place to work.

Employees by pay quartile Male Female
Upper quartile 37% 63%
Upper middle quartile 28% 72%
Lower middle quartile 32% 68%
Lower quartile 31% 69%

Difference in mean hourly rate of pay  0.25%
Difference in median hourly rate of pay 0.94%

 

Disability Confident Committed

Disability Confident Committed logoWe are committed to supporting individuals with disabilities find suitable employment and are a member of the Disability Confident scheme. The scheme aims to help employers successfully recruit and retain disabled people and those with health conditions. This means that we can guarantee to interview all disabled applicants who meet the minimum criteria for our vacancies.