Gender Pay Gap

The government requires us to submit and publish information regarding our gender pay gap on an annual basis, and the information is based on a snapshot date of 31 March each year.  This report summarises the key findings of the report.

Key Findings

Our gender pay gap is 30% mean and 61% median overall, however if we split teaching and associate staff, the mean for teachers is 10% and the median is 0%, and for associate staff the mean is 4% and the median is 1%.  Last year our gender pay gap across the trust was 27% mean and 48% median.

Gender Split per Quartile 2021 – Overall

This is the information we submit nationally, which details our gender split against four quartiles:

Quartile 1. LowerQuartile 2. Lower middleQuartile 3. Upper middleQuartile 4. Upper
Male (% males to all employees in each quartile) – 202114%19%29%40%
Female (% females to all employees in each quartile) – 202186%81%71%60%

Gender Split per Quartile 2021 – Teaching Staff

Our gender pay gap report for our teaching staff is as follows:

Quartile 1. LowerQuartile 2. Lower middleQuartile 3. Upper middleQuartile 4. Upper
Male (% males to all employees in each quartile) – 202128%34%37%47%
Female (% females to all employees in each quartile) – 202172%66%63%53%

Gender Split per Quartile 2021 – Associate Staff

Our gender pay gap for non-teaching staff is as follows:

Quartile 1. LowerQuartile 2. Lower middleQuartile 3. Upper middleQuartile 4. Upper
Male (% males to all employees in each quartile) – 202110%17%18%22%
Female (% females to all employees in each quartile) – 202190%83%82%78%

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 roles that are captured in the lowest quartile are associate roles, such as Cleaner, Kitchen Assistant, Administrator, Caretakers, Teaching Assistant, Technicians, Finance/Payroll Assistant and Fitness Instructor. The majority of post holders in those roles are females.

Our data illustrates a good gender balance in the top layers of the organisation, in that 36% of the trust’s top ten earners are female and 48% of the top 50 earners in the trust are female.

A key factor in the gender pay gap is the significant difference in pay between associate and teaching staff.  Associate staff generally earn less than teaching staff.  For example, the hourly rate for the lowest earning teachers is currently £20.28, whereas for associate staff it is currently £9.25, which is a difference of just over £11 per hour and equates to a 54.39% difference.  This is reflected in the table below, which shows how many teaching and associate staff sit within each quartile.

Number of teaching and associate staff in each quartile

QuartileAssociate Number of StaffTeaching Number of Staff
Upper quartile2207
Upper middle quartile45165
Lower middle quartile2100
Lower quartile2090

We have encouraged more staff to work part-time in our trust, recognising the need to attract and retain staff, enabling flexible working and helping staff achieve a good work-life balance.  The number of part-time staff we employ in each quartile, and split for teaching and associate, is detailed in the table below.  The high level of part-time associate staff reflects the fact that some associate roles do not allow for full-time working (e.g. a TA generally works around 32-33 hours as a full-time member of staff and the national terms and conditions have full-time work for associate at 37 hours per week, as opposed to 32.5 hours per week for teachers) and the majority of associate roles are term time which means the post holders have an element of unpaid leave during school holidays and their salary, annual leave and bank holiday entitlement is therefore paid on a pro rata basis.

Number of part-time staff

QuartileAssociate Number of StaffTeaching Number of Staff
Upper quartile050
Upper middle quartile938
Lower middle quartile1270
Lower quartile1770

Benchmarking

The Local Government Association analysed the gender pay gap data for the school sector last year and their findings, based predominantly on academies was that the overall mean was 18% and the overall median was 28.7%.  This is much lower than ours, and the report acknowledges that there are issues linked to the two very different sets of terms and conditions for teaching and associate staff, which are established at a national level.  The report also acknowledges that term time formulas and outsourcing can also skew the data (e.g. the trust employs the majority of staff, whereas some trusts outsource catering and cleaning staff and they are our lowest paid staff and are mainly female).  The majority of trusts also pay progressive pay scales for associate roles, whereas in the East Riding of Yorkshire Council (ERYC) associate staff receive spot salaries, and this is reflected in our Pay Policy.  Associate staff pay scales are currently under review in the trust and a future paper will be presented to the Board regarding associate pay, development and career pathways.

The gender split in pay quartiles within the school sector LGA report are similar to ours, as follows:

Lowest pay quartile – LGA reportLowest pay quartile – TrustSecond pay quartile – LGA reportSecond pay quartile – TrustThird pay quartile – LGA reportThird pay quartile – TrustHighest pay quartile – LGA reportHighest pay quartile – Trust
Women84%86%79%81%73%71%65%60%
Men16%14%21%19%27%29%35%40%

The LGA report includes tips to address the gender pay gap, and the Trust has already delivered the majority of those activities.  The tips include the following:

Age and Gender

The Local Government Association report highlighted that in some organisations it appears that women find it harder to progress.  In exploring this, the gender and age have been considered together.  The table bellows shows that the trust employs 35 male classroom teachers and 78 female classroom teachers.  The majority of male and female classroom teachers are under 36 years of age, which is understandable as most classroom teachers will apply to become expert teachers when they reach the maximum of the main pay scale.

MaleFemale
Classroom Teacher total3578 
Under 2512.9%810.3%
25-352365.7%5773.1%
36-45411.4%911.5%
46-5538.6%22.6%
56+411.4%22.6%

The table below shows that the trust employs 35 male upper pay scale/expert teachers and 70 female upper pay scale/expert teachers.  The majority of upper pay scale teachers across both genders are aged above 35 years of age.

MaleFemale
Expert Teacher total35 70 
Under 2500.0%00.0%
25-35514.3%1318.6%
36-451542.9%2941.4%
46-551131.4%2028.6%
56+411.4%811.4%

The table below shows that whilst there are significantly more female classroom and expert teachers than male teachers, the gender gap narrows at leadership levels, meaning that 46.6% of male teachers are leaders, whereas only 34.5% of female teachers are leaders.

MaleFemale
Leaders (teaching) total61 78 
Under 2500.0%00.0%
25-351829.5%2532.1%
36-452845.9%3443.6%
46-551423.0%1620.5%
56+11.6%33.8%

Again, for associate managers, there are twice as many female managers as there are males, however, only 4.9% of associate female staff are managers, whereas 11.5% of associate male staff are managers.

MaleFemale
Associate managers total8 19 
Under 25112.5%00.0%
25-3500.0%00.0%
36-45450.0%631.6%
46-55112.5%1052.6%
56+225.0%315.8%

The age profile of our staff is difference in terms of gender in that 65% of female staff are aged 40 and over, whereas for male staff only 49% are aged 40 and over.  The trust has male and female dominated non-teaching professions.  For example, our administrators are female; catering staff are female; out of 55 Cleaners, only 5 are male; Data teams are female; finance teams across the trust are all female barring one male, who is a senior manager; and out of 94 Teaching Assistants only 10 are male.  Male dominated professions include IT, premises (all Premises Managers are male and out of 11 Caretakers only 2 are female).  As we are reviewing our recruitment and retention strategies, our career pathways, development opportunities and adverts, we have an opportunity to consider how we might encourage more females into male dominated professions and vice versa, and we can also explore why we have a higher percentage of male than female leaders in relation to our male/female workforce.

Summary

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.

In terms of salary scales, the lowest earning teachers are paid at a significantly higher level than the lowest earning associate staff.  Teaching leaders are generally paid at a much higher rate than associate leaders and managers, therefore only 2 members of associate staff are included in the upper quartile, and 45 in the upper middle 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 minimal.  We will continue to review our workforce data (e.g. age/gender profiles) and ensure our workforce projects (e.g. equality, diversity and inclusion and employer of choice) align.  Our aspiration is to reduce our gender pay gap and create an inclusive culture for all staff.  Work underway at the moment includes the following:

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