St Christopher's C of E (Primary) Multi Academy Trust

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Gender Pay Gap Reporting

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. 

2019/2020 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.

 

 

 

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St Christopher's Multi Academy Trust welcomes contact from individual Church schools or groups of Church schools considering conversion to academy status.

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The St Christopher's Multi Academy Trust senior management team take responsibility for the day to day running of the Trust and each member academy in partnership with the Head Teacher.

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God is not unjust; he will not forget your work and the love that you have shown him as you have helped his people and continue to help them.” Hebrews 6:10

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St Christopher’s Multi Academy Trust

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