We are required to submit information regarding our gender pay gap, and the information is based on a snapshot date of 31 March each year. The national reporting format is restrictive, and simply details our mean and median gender pay gap. However, we also publish the report on our trust website, with narrative explaining the gap and any actions we intend to take. This report summarises the key findings of the report.
In education we have two key sets of terms and conditions: teaching and associate staff. Teaching staff tend to have a full-time equivalent of 32.5 hours per week, whereas associate staff tend to have a full-time equivalent of 37 hours per week. Teaching staff have higher salaries generally than associate staff, and as we employ slightly more associate staff than teaching staff, this is reflected in our overall gender pay gap (only two of the top 50 earners in the trust are associate staff). From a gender split perspective, 50% of the top ten earners in the trust are female; 40% of the top twenty earners are female and; 46% of the top fifty earners in the trust are female. If we look at our lowest earners, 50% of our lowest earners are female. The lowest earning professions in the trust are apprentices, catering and cleaning staff, with the majority being female and part-time.
|Male (% males to all employees in each quartile) – 2020||13%||19%||29%||39%|
|Female (% females to all employees in each quartile) – 2020||87%||81%||71%||61%|
As you can see, we employ more females than males in all quartiles, and the highest percentage of males sits within the highest quartile.
The gender pay gap across all areas of staffing in the trust is 27% in the mean hourly pay, and 48% in the median hourly pay. However, in splitting associate and teaching staff, the gender pay gap significantly reduces to 3.75% in the mean hourly pay, and 0% in the median hourly pay for associate staff, and 10.84% in the mean hourly pay, and 0% in the median hourly pay for teaching staff.
The associate staff gender split illustrates below that whilst we employ more females than males in all quartiles, there is a greater percentage of males in the upper quartile than in the other quartiles. This is replicated for teaching staff. Whilst we have a number of female senior leaders, the two highest paid employees are male, and the majority of our headteachers are male (67%). We continue to make changes to encourage females to progress their careers in the trust. For example, we have amended the Pay Policy to include TLRs, which provie greater flexibility for teaching leadership posts. The majority of associate staff are classed as part-time, as they work less than the full-time equivalent for their role, due to term-time calculations. The majority of teaching staff are full-time, with 12 teaching leaders being part-time, and 69 teachers being part-time (there are 353 teaching staff across the trust).
The trust employs more females than males in all quartiles, however, the gender split is less significant in the upper quartiles than the lower quartiles. This results in a significant pay gap if teaching and associate staff are considered together. If the two categories are split, the gender pay gap is much reduced (0% median for both categories).
In terms of salary scales, the lowest earning full-time teacher is a main pay scale 1 teacher, and their annual salary is currently £25,714. In comparison, the lowest earning full-time associate member of staff (excluding apprentices) are paid on spinal column 1 of the national joint council scale, which has an annual salary of £17,842.
In terms of the gender pay gap quartiles, they clearly illustrate why our gender pay gap is so significant when you look at teaching and associate together, and virtually non-existent when you separate the two distinct groups of staff:
|Quartile||Associate Number of Staff||Teaching Number of Staff|
|Upper middle quartile||41||155|
|Lower middle quartile||192||4|
Associate roles in the lower quartile include Cleaners, Catering, Caretakers, Technicians, TAs and Administrators, and the majority of those staff are female. Teaching roles in the upper quartile include senior leaders in the central team and in schools, middle leaders and some expert teachers. Whilst each quartile has more females than males, the difference is less significant in the upper quartile.
In conclusion, the gender pay gap for the trust overall is very high, and when teaching and associate staff are split, the gap is negligible.