For over 100 years we have worked to redress inequality and challenge discrimination on the grounds of social class, race, disability, gender, age, faith/religious belief, and sexual orientation.
Through our Equality, Diversity and Inclusion Strategy 2014-16 we have a renewed commitment to ensuring equality of opportunity and positive promotion of equality and diversity through our educational provision, our employment practices and in the democracy and governance of the WEA.
Our action plan shows how we are trying to improve our practice at all levels of the WEA; nationally, regionally, locally. We will measure its impact and seek feedback on our activities and consult with our students, volunteers, staff, members and partners on how we are doing.
The trustees and senior managers of the WEA are committed to ensuring that equality, diversity and inclusion are embedded in everything we do through a WEA Equality, Diversity and Inclusion Scrutiny Panel. This panel is attended by trustees and senior managers. The job of the panel is to scrutinise and review our practice against the actions we have set out in the EDI Strategy.
We have a network of Equality, Diversity and Inclusion champions who work across the WEA to promote our work, share good practice and support staff, tutors and volunteers.
If you have any questions please contact our HR team on firstname.lastname@example.org.
WEA's gender pay gap report
The WEA is focused on creating a diverse and inclusive workforce.
Our employees are the heart of the organisation and our commitment to gender equality is one the key principles we drive within the workforce.
What is the gender pay gap?
The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men’s earnings.
Median pay gap
The median pay gap is the difference in pay between the middle-ranking woman and the middle-ranking man.
Mean pay gap
The mean pay gap is the difference between a company's total wage spend per woman and its total spend per man. The number is calculated by taking the total wage bill for each and dividing it by the number of men and women employed by the organisation.
Pay gap v equal pay
The gender pay gap is not the same as unequal pay. Unequal pay is giving women less than men for the same work. That has been against the law since the Equal Pay Act was introduced in 1970.
A company's gender pay gap can also be caused by other things - for example, fewer women in senior or highly-paid roles or more women in part-time jobs.