Diversity, equality and inclusion
Recruiting the right people for the right roles and keeping them in our organisation for as long as possible does wonders for our charity.
We are proud of the fact that our workplace is diverse and inclusive. Everyone is welcome at National Star.
It means that students and residents are supported by a broad range of people and everyone’s differences are celebrated at the charity.
We are passionate about ensuring that everyone has a fair chance and that they are treated equally. We do not discriminate against people on the basis of age, disability, gender reassignment, marriage and civil partnership, race, religion and belief, sex or sexual orientation. We work hard to create supportive, accessible environments and actively challenge inequality.
We are a Disability Confident Employer and are proud sponsors of Gloucestershire Pride 2023. We operate several inter-community groups at the charity to offer support to colleagues from a range of different backgrounds.
I feel fully safe and encouraged to be my true authentic self at work. I am glad to say I've never worried about any of my colleagues here knowing that I am gay.
Gender pay report March 2023
| Mean pay difference: | 4.65% |
| Median pay difference: | -3.19% |
The mean pay gap is the difference between the average hourly earnings of male and female employees.
The median pay gap is the difference between the midpoints in the ranges of hourly earnings of male and female employees.
National Star offer bonus payments in the form of Long Service recognition awards. When comparing median bonus pay, we ensure gender parity, with women earning £1 for every £1 earned by men.
Pay quartiles
Upper quartile (male – 68, female – 200, total – 268)
Proportion of male employees: 25.37%
Proportion of female employees: 74.63%
Upper mid-quartile (male – 46, female – 222, total – 268)
Proportion of male employees: 17.16%
Proportion of female employees: 82.84%
Lower mid-quartile (male – 63, female – 204, total – 267)
Proportion of male employees: 23.6%
Proportion of female employees: 76.4%
Lower quartile (male – 64, female – 200, total – 264)
Proportion of male employees: 24.24%
Proportion of female employees: 75.76%
National Star remains strongly committed to the promotion of equality, diversity and inclusion in all that we do. We employ a large number of staff across many roles and locations, and have staff working on a variety of contracts that include term time and part time working. Whilst the organisation has grown and diversified in recent years, the majority of staff remain employed in direct care and support-related roles working with our residents and learners. Our gender split is reflective of the sector with 77% of our workforce being female and 23% male.
Gender pay report March 2022
| Mean pay difference: | 5.89% |
| Median pay difference: | -2.75% |
The mean pay gap is the difference between the average hourly earnings of male and female employees.
The median pay gap is the difference between the midpoints in the ranges of hourly earnings of male and female employees.
Pay quartiles
Upper quartile (male – 74, female – 188, total – 262)
Proportion of male employees: 28.2%
Proportion of female employees: 71.8%
Upper mid-quartile (male – 66, female – 196, total – 262)
Proportion of male employees: 25.2%
Proportion of female employees: 74.8%
Lower mid-quartile (male – 38, female – 224, total – 262)
Proportion of male employees: 14.5%
Proportion of female employees: 85.5%
Lower quartile (male – 68, female – 194, total – 262)
Proportion of male employees: 26%
Proportion of female employees: 74%
National Star remains strongly committed to the promotion of equality, diversity and inclusion in all that we do. We employ a large number of staff across many roles and locations, and have staff working on a variety of contracts that include term time and part time working. Whilst the organisation has grown and diversified in recent years, the majority of staff remain employed in direct care and support-related roles working with our residents and learners. Our gender split is reflective of the sector with 73% of our workforce being female and 27% male.
