At Prior’s Court, our employees help to improve the lives of autistic young people with complex needs and their families. The different skills, experiences and backgrounds our people bring to their roles create a workforce as diverse and individual as the young people we support. We actively seek and embrace differences in thinking, experience, ethnicity, age, gender, faith, personalities and styles.

Our approach to diversity and inclusion

Prior’s Court is a 500-person strong team whose cultural and career backgrounds are as broad and valuable as their personalities, skills and experience.

The different cultures, nationalities, backgrounds, insights, and physical and mental abilities of our people are what make 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.

Disability Confident committed

We are committed to supporting individuals with disabilities to 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.

Learn more about working at Prior's Court

Gender pay gap report from our Director of People Kate Lefever 

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 statement focuses on the pay gap between men and women across Prior's Court - it does not focus on the differences in pay for a specific job.

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 (as at April 2025) was -2.4.%. This means that, on average, men were paid less than women. With such a low percentage variance the data suggests that there is no considerable difference between the average pay of men and women at Prior’s Court.

We welcome the positive increases in pay for all staff within the organisation as demonstrated within 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	33%	67%
Upper middle quartile	36%	64%
Lower middle quartile	41%	59%
Lower quartile	31%	69%
Difference in the mean hourly rate of pay	-2.4%
Difference in the median hourly rate of pay	1.2%