Gender Pay Gap Report
Our 2019 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 2019. 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 third annual report. Between the 2018 and 2019 reporting dates six new academies joined the Trust, increasing our colleague numbers by 262 the vast majority of whom work in primary 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 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 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 2019) there were 1494 full-pay relevant employees, of which 24.6% were men and 75.4% were women.
The women’s hourly rate was
|17.4% lower (mean) than men||21.9% lower (median) than men|
How many men & women are in each quarter of the Trust’s payroll?
|Upper middle quartile||28.0%||72.0%|
|Lower middle quartile||24.4%||75.6%|
Who received bonus pay?
0% of women
0% of men
As no bonuses were paid, there is no difference in bonus pay.
Action taken since last year
- Embedded “blind shortlisting” within recruitment processes, to reduce the risk of unconscious bias. Updated our recruitment paperwork to make the process easier to administer, and introduced a new approach to collating recruitment equalities data across the Trust.
- Reviewed and reissued our Flexible Working Policy, strengthening the ability to review and monitor the outcome of requests in the future.
- Commenced monitoring of appointment to roles on the leadership pay scale, for both internal progression and gender.
- Continue to deliver the Trust’s senior leadership training programmes, which have now been expanded into the primary phase. As part of this, we will deliver ‘mock interviews’. This provides an opportunity to develop female leaders from within.
- A new recruitment guidance document will shortly be issued, and an associated training module made available, supporting academies to improve their recruitment practices.
- In consultation with our recognised trade unions, we are reviewing the wording of our Teachers’ Pay Policy around progression from the main pay scale to the upper pay scale.
- We are researching whether it is appropriate to offer unconscious bias training across the Trust.
- Recent identification of 14 new SLEs (Specialist Leaders in Education), 12 of whom are women, will help to raise the profile of senior female leaders across the Trust, as well as providing additional development for these colleagues. In total, 25 out of 33 of the Trust’s SLEs are female.