Latest Data: 2020
This page investigates the types of benefits individual professional archaeologists receive from their employers.
Highlights
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These results cover only those archaeologists that indicated they were not self-employed. The Profiling the Profession series has been tracking employee benefits since the first survey in 1997. Previously these data have been provided by employers, in 2019-20 these were captured by the individuals’ survey (see methods). This change has resulted in more nuanced picture of employment benefits.
There are mismatches between the levels of support reported by employers and those reported by individuals. This was tested by asking individuals the same questions about training as were asked of organisations. Typically, fewer staff are accessing or are aware of the benefits their employers are providing. This covers both primary jobs and secondary. You can also find remote jobs as it is an evolving trend.
Note – no conclusions about why this is occurring should be drawn from this data. This test was first under taken in the 2019-20 Profiling the Profession and further research needs to be undertaken to confirm what is causing this. It could be that employers do not offer these benefits to all their employees – in future surveys we will ask about staff coverage. Or it could be that staff are unaware of the benefits available to them.
Table 2.16.1: Employee benefits of UK Professional Archaeologists from 1997‐8 to 2019‐20. Pre-2019-20 data was gathered from organisations. The number of statutory paid holiday leave was increased in 2009, before then, questions were asked about days beyond the then statutory 20 days. The 2002-3 version asked about just paid paternity leave as it was not yet a statutory benefit. 2019-20 n = 831.
| Benefits | 1997-8 | 2002-3 | 2007-8 | 2012-3 | 2019-20 | |
|---|---|---|---|---|---|---|
| % | % | % | % | Count | % | |
| more than 28 days statutory paid holiday leave per annum | 97% | 100% | 86% | 517 | 62% | |
| jobs occupational sick pay (paid sickness leave over and above Statutory Sick Pay) | 82% | 92% | 96% | 93% | 612 | 74% |
| paid maternity leave over and above Statutory Maternity Leave | 67% | 60% | 54% | 177 | 21% | |
| paid paternity leave over and above Statutory Paternity Leave | 64% | 72% | 63% | 50% | 164 | 20% |
| financial support to cover costs of training | 369 | 44% | ||||
| paid training time | 597 | 72% | ||||
| access to mentoring | 288 | 35% | ||||
| reviewing professional development goals at appraisal | 534 | 64% | ||||
| professional organisational fees paid by employer | 452 | 54% | ||||
| occupational health services | 352 | 42% | ||||
| any other benefits | 103 | 12% | ||||
| the opportunity to jobshare or use other flexible working arrangements | 89% | 97% | 93% | |||
| subsidised accommodation or subsistence allowance | 55% | 59% | 71% | 51% | ||
| the opportunity to take unpaid maternity leave | 90% | 80% | 95% | |||
| the opportunity to take unpaid paternity leave | 84% | 80% | 93% | |||
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Table 2.16.2: Training benefits by individual responses (professional archaeologists, employees), organisation responses and number of archaeologists employed by organisations for 2019‐20.
| Individuals | Organisations | Archaeologists Employed by Orgs | ||||
|---|---|---|---|---|---|---|
| Count | % | Count | % | Count | % | |
| financial support to cover costs of training | 369 | 44% | 122 | 87% | 2,719 | 95% |
| paid training time | 597 | 72% | 134 | 92% | 2,499 | 87% |
| access to mentoring | 288 | 35% | 94 | 71% | 2,208 | 77% |
| reviewing professional development goals at appraisal | 534 | 64% | 116 | 83% | 2,373 | 83% |
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Other Benefits
The benefits listed in the other category were:
- Cycle to work scheme (23x)
- Discounts to other businesses or own, or free access to services (21x)
- Dental and/or Health Care – private (15x)
- Flexible working (14x)
- Childcare Voucher or nursery scheme (9x)
- Car or car allowance/travel allowance (8x)
- BUPA mental health support or access to counseling service (7x)
- Ability to purchase extra leave/holiday (5x)
- Company share option (4x)
- Critical illness/unexpected death insurance/life insurance (4x)
- Special leave including bereavement / compassionate (3x)
- Employee assistance programme (3x)
- Mobile phone (3x)
- Discretionary bonus/profit share (3x)
- Medicast (3x)
- Paid research leave / support for personal research e.g. travel, conference fees (3x)
- Accommodation and subsistence (2x)
- Pay advances (2x)
- Free flu vaccine (2x)
- Interest free loans subsidizing public transport (2x)
- Additional time off for Army Reserves training
- Free Christmas tree
Two other options mention often were PPE and pension, however, these are statutory requirements of employers and thus not benefits.on
Correlations
Benefits did not correlate with any other variables except harassment (discussed on that page) and each other. Certain benefits were more likely to occur together, for example, 95% of people that had paid paternity leave above statutory levels also have access to sick pay above the statutory minimum. Conversely, only 23% of those that had professional organisation fees paid for by their employers had access to paid paternity leave above the statutory minimum. The full list of all overlaps between benefits is in Table 2.16.3.
Table 2.16.3: Overlap between benefits for individual professional archaeologists, primary and secondary jobs, 2019‐20.
| Benefits | more than 28 days statutory paid holiday leave per annum | jobs occupational sick pay (paid sickness leave over and above Statutory Sick Pay) | paid maternity leave over and above Statutory Maternity Leave | paid paternity leave over and above Statutory Paternity Leave | financial support to cover costs of training | paid training time | access to mentoring | reviewing professional development goals at appraisal | professional organisational fees paid by employer | occupational health services | any other benefits | |||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| more than 28 days statutory paid holiday leave per annum | 517 | 100% | ||||||||||||||||||||
| jobs occupational sick pay (paid sickness leave over and above Statutory Sick Pay) | 438 | 72% | 612 | 100% | ||||||||||||||||||
| paid maternity leave over and above Statutory Maternity Leave | 147 | 83% | 163 | 92% | 177 | 100% | ||||||||||||||||
| paid paternity leave over and above Statutory Paternity Leave | 138 | 84% | 156 | 95% | 66 | 40% | 164 | 100% | ||||||||||||||
| financial support to cover costs of training | 263 | 71% | 310 | 84% | 111 | 30% | 106 | 29% | 369 | 100% | ||||||||||||
| paid training time | 400 | 67% | 472 | 79% | 144 | 24% | 140 | 23% | 346 | 58% | 597 | 100% | ||||||||||
| access to mentoring | 209 | 73% | 239 | 83% | 81 | 28% | 93 | 32% | 188 | 65% | 259 | 90% | 288 | 100% | ||||||||
| reviewing professional development goals at appraisal | 375 | 70% | 424 | 79% | 142 | 27% | 132 | 25% | 296 | 55% | 441 | 83% | 259 | 49% | 534 | 100% | ||||||
| professional organisational fees paid by employer | 292 | 65% | 371 | 82% | 107 | 24% | 102 | 23% | 255 | 56% | 373 | 83% | 175 | 39% | 322 | 71% | 452 | 100% | ||||
| occupational health services | 253 | 72% | 312 | 89% | 116 | 33% | 107 | 30% | 212 | 60% | 297 | 84% | 175 | 50% | 280 | 80% | 228 | 65% | 352 | 100% | ||
| any other benefits | 72 | 70% | 93 | 90% | 28 | 27% | 32 | 31% | 67 | 65% | 94 | 91% | 55 | 53% | 89 | 86% | 80 | 78% | 71 | 69% | 103 | 100% |
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Image Credit
Test-pitting in the environs of Brecon Gaer Roman fort. From Hankinson, R., Lewis, J. P., Chapman, E. M., Toller, H., Webster, P. V., Owen, W. and Silvester, B. (2015). Recent work in the environs of Brecon Gaer Roman fort. ARCHAEOLOGIA CAMBRENSIS Cylchgrawn Cymdeithas Hynafiaethau Cyrmu The Journal of the Cambrian Archaeological Association. VOL. 164 (2015) . Vol 164, pp. 89-130. https://doi.org/10.5284/1059234 CC BY NC 4.0
Version control and change log
As a digital document we may update parts of this page in the future to account for corrections or the need for clarification. Please use the version when citing:
Version: 1.0
Change log: no changes
CREDITS
Title: Profiling the Profession
2020 Authors: Kenneth Aitchison, Poppy German and Doug Rocks-Macqueen
Published by: Landward Research Ltd
Version Date: 2021
ISBN: 978-0-9572452-8-0
DOI: https://doi.org/10.6084/m9.figshare.14333387
License: CC BY SA 4.0 for all text and figures. Header images are from different sources check image credits for their specific licensing.
2020 funders: Historic England, with support from Historic Environment Scotland, CIfA and FAME.
Questions about Profiling the Profession: enquiries@landward.eu