Gender Pay Gap Report
Our 2021 gender pay gap report
Co-op Academies Trust is required by law to carry out gender pay gap 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 & women in our organisation, but does not involve publishing individual colleagues’ data.
We are required to publish the results on our own website and to a government website gender-pay-gap.service.gov.uk/ where the results from other organisations can also be viewed.
Gender pay reporting requires us to make calculations based on colleague gender, and their pay during March 2021. We have done this by using our existing payroll records, and following the approach to reporting set out in government guidance. We can use these results to assess the levels of gender equality in the Trust, in relation to pay, and the balance of male and female employees at different levels.
This is our fifth annual report. Between the 2020 and 2021 reporting dates growth was more modest than in previous years, and colleague numbers increased by 197. The percentage of men and women in the overall workforce did not change.
We believe that men and women are paid equally for doing equivalent jobs across the Trust. We use pay scales based on the School Teachers Pay & Conditions Document for teachers and academy-based leaders. For support staff, each academy currently follows the job evaluation/grading structure adopted in its local authority area – all of which use pay scales set by the NJC.
However, it is clear from our data that we continue to employ more men in higher paid roles (leadership or senior teaching, and predominantly full time), and fewer men in lower paid roles (teaching assistants, lunchtime supervisors, cleaning & catering, many of which are part time).
Pay & bonus gap
On the snapshot date (31 March 2021) there were 2543 full-pay relevant employees, of which 24% were men and 76% were women.
Overall, the women’s hourly rate was
|19.1% lower (mean) than men||23.3% lower (median) than men|
How many men & women are in each quarter of the Trust’s payroll?
|Upper middle quartile||26.8%||73.2%|
|Lower middle quartile||23.9%||76.1%|
Who received bonus pay?
0% of women
0% of men
Difference in bonus pay?
No bonuses were paid, so there is no difference in bonus pay.
- Continue to roll out equalities training across the Trust
- Complete work on updated maternity & adoption policies, including improved maternity pay terms
- Recruitment Health Checks (Autumn Term 2021) and follow up actions completed
- Continue to improve MPS to UPS progression, where women and part time colleagues are currently less likely to put themselves forward for progression
- Ask the Trust’s Equality & Diversity Advisory Group for input around potential ‘blockers’ to career progression related to both gender and ethnicity
- Research the work being done nationally around flexible working within the schools sector, and share with headteachers
- Review salary benchmarking of central / hub roles