Gender Pay Gap Report

Our 2020 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 2020.  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 fourth annual report. Between the 2019 and 2020 reporting dates seven new academies joined the Trust, increasing our colleague numbers by 852. 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 2020) there were 2346 full-pay relevant employees, of which 24% were men and 76% were women.

Overall, the women’s hourly rate was

17.5% lower (mean) than men20.4% lower (median) than men

Pay quartiles

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

 MenWomen
Top quartile32.9%67.1%
Upper middle quartile28.5%71.5%
Lower middle quartile24.5%75.5%
Lower quartile10.0%90.0%

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.

Next steps

  • Roll-out of equality training across the Trust
  • HR “health checks” on application of our Work & Families suite of policies to identify good practice and opportunities for improvement (Summer Term)
  • Review and reissue of Work & Families policies, and supporting toolkit (Autumn Term)
  • Review of recruitment equalities data, with particular focus on gender and ethnicity 
  • Publication of a Transgender Equality Policy for the Trust
  • Continuing to improve and expand our CPD offer to support internal progression