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2019 Gender Pay Gap Report
Gender Pay Gap 2019
St Christopher’s CofE (Primary) MAT (the Trust) is committed to the principle of equal opportunities and equal treatment for all employees.
2019 Gender Pay Gap Data
This report is based on data as at 31st March 2019. At that time St Christopher’s CofE (Primary) Multi Academy Trust employed 558 staff across 16 academies who were involved in educating approximately 3300 pupils.
Reportable information:
Mean Hourly rate pay gap | 22.47% | Median hourly rate pay gap | 50.35% |
The National Gender Pay Gap for 2019 is 17.3% for all employees.
At St Christopher’s Trust, we have a higher proportion of females in every quartile. Overall the trust has a 88% female and 12% male workforce. In lower quartiles the workforce consists of 7.9% males and 92.1% females. In the upper quartiles this rises to 16.5% males and 83.5% females.
UPPER QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 82% | 31.41 | 7% |
Male | 18% | 33.69 |
UPPER MIDDLE QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 85% | 17.00 | 6% |
Male | 15% | 18.15 |
LOWER MIDDLE QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 95% | 9.34 | -1% |
Male | 5% | 9.26 |
LOWER QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 89% | 8.51 | 1% |
Male | 11% | 8.58 |
To gain a better understanding of our pay gap, we have broken our data down into roles.
HEADTEACHER AND CENTRAL SENIOR TEACHING ROLES
Gender | Quartile % | Average Pay | Mean Gap |
Female | 63% | 47.12 | -2% |
Male | 37% | 45.79 |
OTHER TEACHERS
Gender | Quartile % | Average Pay | Mean Gap |
Female | 83% | 27.64 | -5% |
Male | 17% | 26.36 |
NON TEACHER ROLES
Gender | Quartile % | Average Pay | Mean Gap |
Female | 92% | 9.83 | 1% (This reduces to 0% if 3 female apprentices earning apprenticeship rates are removed from the calculation) |
Male | 8% | 9.88 |
We use the pay scales for teaching staff in accordance with the School Teachers Pay and Conditions document. For the majority of support staff we use the pay scales set by the National Joint Council for Local Government Services. The majority of our workforce were employed under TUPE process which dictates the salary. Staff at St Christopher’s move through the pay scales for their grade based on a performance management process. We have both Aspiring Heads and Early Heads programmes to support progression for teaching staff. We are confident that the gender pay gap reported is not an equal pay issue as our pay policy is gender neutral and decisions about staff pay are open, transparent and fair, in line with the Trust’s values.
The major driver in the pay gap is that there are more women in teaching and support roles. It is recognised in education that more women apply to work in the sector due to attractive working patterns and returning after career breaks.