Gender Pay Gap Report at 31 March 2019

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. The snapshot date is 31 March 2019 and we are required to report within one year of this date.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded

The Gender Pay Gap reporting is a high level, non-adjusted indicator of men and women’s earnings which is affected by workforce distribution and workforce make-up.

The results of the statutory calculations are shown below

Hourly Rate

Women’s hourly rate is

Mean 17.5%%                                                Median 14.3%

Pay Quartiles

 The number of men and women are in each quartile of the employer’s payroll

Top Quartile

Men 28 (41%)                                                 Women 41 (59%)

Upper Middle Quartile

Men 19 (28%)                                                 Women 50 (72%)

Lower Middle Quartile

Men 15 (22%)                                                 Women 54 (78%)

Lower Quartile

Men 11 (16%)                                                 Women 58 (84%)

The Great North Wood Education Trust workforce is 74% women and 26% men. This means in broad terms the split between men and women in only the Lower Middle quartile is representative of the workforce. Women are over represented in the Lower Quartile and underrepresented in the Top Quartile. We will strive to ensure that women are represented proportionally in each pay quartile and to eliminate any gender pay gaps. We are considering how we can identify leadership talent, particularly as there is a high proportion of women in the upper middle quartile.

Although the Trust continues to show a gender pay gap, the analysis shows that this is caused primarily by the following factors

  • Men are underrepresented in lower paid positions in the Trust such as support staff
  • More women access the Trust’s flexible working approach and therefore tend to work shorter hours or part time

The Trust uses this report to interrogate its employment practices. It is discussed at Board level and trends and patterns analysed.

The Trust actively recruits thorough representation at all levels and as a result has a higher number of men working in support staff roles than many schools as well as women being well represented in leadership. We will continue to ensure that our recruitment continues to reflect this.

The Trust will continue to offer flexible working to all members of staff if appropriate whilst maintaining the stable and effective working of the schools.


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