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Gender Pay Gap Reporting
Gender Pay Gap 2020
St Christopher’s CofE (Primary) Multi Academy Trust (the Trust) is committed to the principle of equal opportunities and equal treatment for all employees.
Employers with more than 250 employees must publish and report specific figures about their gender pay gap. The reportable information is prepared by the Trust’s payroll providers HROne.
Below are the outcomes of our gender pay gap analysis and the report that is required to be published on the Trust website.
2020 Gender Pay Gap Data
This report is based on data as at 31st March 2020. At that time St Christopher’s CofE (Primary) Multi Academy Trust employed 530 staff across 17 academies and one central team who are responsible for educating approximately 3500 pupils.
Reportable information for 2020:
Mean Hourly rate pay gap | 20.2% | Median hourly rate pay gap | 47.43% |
Comparison to 2019:
Mean Hourly rate pay gap | 22.47% | Median hourly rate pay gap | 50.35% |
2020 shows a small reduction since last year. The national pay gap has also reduced slightly to 15.5%, down from 17.4% in 2019.
In the Trust we have a higher proportion of female workers in each quartile. Overall the Trust has 13% male workers. 42% of this small number hold positions in the upper quartile therefore distorting the overall gender pay gap.
UPPER QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 81.2% | 25.17 | 4% |
Male | 18.8% | 26.11 |
UPPER MIDDLE QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 87.9% | 15.48 | 3% |
Male | 12.1% | 15.94 |
LOWER MIDDLE QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 94.7% | 9.83 | 0% |
Male | 5.3% | 9.82 |
LOWER QUARTILE
Gender | Quartile % | Average Pay | Mean Gap |
Female | 91.7% | 8.87 | -3% |
Male | 8.3% | 8.63 |
If we compare like roles within the trust, and look at senior positions from deputy head teacher upwards, we see that the gap reduces significantly:
Senior leadership mean hourly rate pay gap | 4% | Senior leadership median hourly rate pay gap | 4% |
If we break this down further and only include headteacher and deputy headteacher positions, we see that gap moves in favour of female workers:
Deputy and Headteacher mean hourly rate pay gap | -6% | Deputy and Headteacher median hourly rate pay gap | -1% |
In considering the Trust data on gender and pay rates, the Trust noted that the Education Policy Institute reported recently that teaching is a female dominated occupation across the Organisation for Economic Co-operation and Development. The data they publish shows that the school workforce is becoming even more female dominated with the proportion of men in primary schools having declined to just 14.1%, which is in line with our Trust proportions.
They suggest that this decline is likely to be caused by the public sector pay freezes as evidence from the UK shows that men’s decision to go into teaching tends to be more responsive to wages than women’s.
The Trust recognises that in education, more females apply to the sector due to attractive working patterns and caring for family. The Trust seeks to maximise opportunities for all employees, regardless of gender, through its recruitment processes and inclusive flexible working policy. It is noted that when we compare like for like roles that the gap diminishes despite the disproportionate male to female ratio.
In our position as a multi academy trust, it is acknowledged that under TUPE processes the Trust has no control over existing staffing when schools join the Trust.
Resources:
The Education Policy Institute (epi.org.uk)