Gender Pay Gap Report

Our 2018 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 https://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 2018.  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 second annual report. Between the 2017 and 2018 reporting dates four new academies joined the Trust, increasing our colleague numbers by 393 the vast majority of whom work in secondary academies. This needs to be kept in mind when making year-to-year comparisons.

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, and for support staff each academy 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 employ more men in higher paid roles (leadership or senior teaching, and predominantly full time), and substantially 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 2018) there were 1232 full-pay relevant employees, of which 24.7% were men and 75.3% were women.

The women’s hourly rate was

19.1% lower (mean) than men 24.1% lower (median) than men

How many men & women are in each quarter of the Trust’s payroll?

Pay quartiles

Men Women
Top quartile 35.6% 64.4%
Upper middle quartile 25.7% 74.3%
Lower middle quartile 24.6% 75.4%
Lower quartile 12.6% 87.4%

Who received bonus pay?

0% of women

0.3% of men

Difference in bonus pay?

Women’s mean and median bonus pay is 100% lower than men’s.

Action taken since last year

Co-op Academies Trust has undertaken further analysis to understand its gender pay gap. It has reviewed the Government Equalities Office recommendations and has already taken the following actions:

  • Introduced “blind shortlisting” to recruitment processes, to reduce the risk of unconscious bias
  • Published a new suite of trust-wide Work & Families policies, ensuring consistency of approach
  • Reviewed data on progression of teachers from the main pay scale to the upper pay scale (no gender bias was identified)

Next steps

We are continuing to review our recruitment and pay processes to make improvements which consolidate good practice and may assist with narrowing the gender pay gap longer term.