IntroductionGender pay gap analysis examines the difference between the average (mean or median) earnings of men and women. This is expressed nationally as a percentage of men’s earnings. Where a negative percentage shows this indicates women are better paid, where a positive percentage is shown men are better paid, we have highlighted this in red.
Report Date This report is based on a ‘snapshot’ date of 31st March 2020 of the whole workforce employed at Shrewsbury Colleges Group as of this date. |
1) Statistical Breakdown
On the date examined the College Group employed a total of 510 staff, made up of 194 males and 316 females. In 2019 there were 193 males and 322 females giving very similar gender mix of 37.5% males and 62.5% females in 2019 compared to 38% males and 62% females in 2020.
2) Gender Pay Gap Findings
The tables below show the results of the pay audits in the following pay categories:
1) Mean Pay 2) Median Pay 3) Pay Quartiles 4) Bonus Pay
SECTION A – ALL STAFF
In this section, we are also showing comparisons to last year to assist the reader to understand the shift over the previous 12 months.
1) Mean Pay (average) Overall
2020
Female | Male | Difference (%) |
£13.89 per hour | £16.57 per hour | 16.1% (an increase from 13.9% in 2019) |
How hourly rate for mean pay compares to last year:
2019
Female | Male | Difference (%) |
£13.78 per hour | £15.99 per hour | 13.9% (an increase from 10.9% in 2018) |
2) Median (mid-point) Overall
2020
Female | Male | Difference (%) |
£12.59 per hour | £17.21 per hour | 26.8% (an increase from 24.1% in 2019) |
How median hourly rate compares to last year:
2019
Female | Male | Difference (%) |
£12.69 per hour | £16.71 per hour | 24.1% (an increase from 18.2% in 2018) |
Comments regarding mean and median is that a higher proportion of female employees 37% are paid £20,000 per annum (£10.30 per hour) or less, this compares to 24.2% of all male employees which impacts on the overall mean (average) and the median (mid-point) pay.
3) Pay Quartiles
The gender split in each quartile | ||||||||
1st Quartile (lower quartile) (£5.23-£9.17 per hour) Same no. of staff | 2nd Quartile (lower middle quartile) (£9.17-£14.03 per hour) Same no. of staff | 3rd Quartile (upper middle quartile) (£14.07-£20.37 per hour) + 1 Staff | 4th Quartile (upper quartile) (£20.37 per hour upwards) + 1 Staff | Total | ||||
Female | Male | Female | Male | Female | Male | Female | Male | |
100 | 27 | 86 | 41 | 67 | 61 | 63 | 65 | 510 |
2019 Figures | ||||||||
97 | 32 | 88 | 41 | 67 | 62 | 70 | 58 | 515 |
Variance | ||||||||
+3 | -5 | -2 | 0 | 0 | -1 | -7 | +7 | -5 |
4) Bonus Pay (SSFC Support staff on SSSP bonus)
2020
Female | Male | Comments |
19% Received a bonus | 9.4% Received a bonus | Support Standards Payments are only applicable to Support Staff on Sixth Form terms and conditions. More female staff (195 females) work within support than male staff (85 males) which explains why the percentage for females is higher. Bonus is equal to all eligible to receive it by contract type and was paid to all. |
Bonus Pay in last year’s report was as follows:
2019
Female | Male | Comments |
20.6% Received a bonus | 9.7% Received a bonus | Support Standards Payments are only applicable to Support Staff on Sixth Form terms and conditions. More female staff (199 females) work within support than male staff (83 males) which explains why the percentage for females is higher. Bonus is equal to all eligible to receive it by contract type and was paid to all. |
Analysis of Findings
This analysis provides the reader with some context to our gender pay analysis and understanding for pay differentials.
Section A – All Staff
1) Mean overall figures &
2) Median overall figures
- 37% of all females are paid £10.30 or less per hour (which equates to £20,000 or less per annum), compared to 24.2% of all male employees which has an impact on both the mean (average) and the median (mid-point) pay.
- A higher proportion of female employees, 61.7% are employed in lower paid administrative roles or cleaning posts compared to 43.8% of male employees working in lower paid administrative roles which generates the gender pay gap of 16.1% (mean) and 26.8% (median).
3) Pay Quartiles
- 31.6% of all female employees are paid within the first quartile (£5.23-£9.17 per hour), whereas 13.9% of all male employees are paid within the first pay quartile.
- 27.2% of all female employees are paid within the second quartile (£9.17-£14.03 per hour), whereas 21.1% of all male employees are paid within the second pay quartile.
- 21.2% of all female employees are paid within the third quartile (£14.07-£20.37 per hour), whereas 31.4% of all male employees are paid within the third pay quartile.
- 19.9% of all female employees are paid within the fourth quartile (£20.37 per hour upwards), whereas 33.5% of male employees are paid within the fourth pay quartile.
Therefore, a higher proportion of female employees (58.8%) are paid within the first and second quartiles compared to male employees (35.1%) and a higher proportion of male employees (64.9%) are paid within the third and fourth pay quartiles compared to (41.1%) of female employees.
4) Bonus Pay
Support Standards Payments (Bonus Pay) is only applicable to Support Staff on Sixth Form terms and conditions. 20.6% of female staff received a bonus whilst only 9.7% of male staff received a bonus. We employ more female employees in support roles which explains why the percentage for females is higher.
ConclusionThe College’s workforce is made up of 62% female staff and 38% male staff and has a higher proportion of female employees in all categories Management, Teaching and Support. For teaching the mean calculation reveals a gender pay gap of 2.36%, for the median there is no gap. For Support there is a gender pay gap of 9.4%. The mean pay gap for Management (which includes the Senior Leadership Team, Curriculum Leaders and College Managers) is 12.4% this is in part due to having a Principal and CEO who is male included within this category which affects the overall variance. |
Gender Pay Gap - Action Plan
Government advice is to examine two themes, theme 1: Family Friendly Policies and theme 2: Women’s Progression, consistent with this our actions are:
What is Issue? | Action | Who? | By When? |
Whilst the mean pay for females in management positions has reduced from 21% it still shows a gender pay gap of 12.36%. And needs to reduce further. | Continue to review recruitment processes and career development to attract more female staff to management posts | HR/Recruitment | 31/03/2022 |
There are fewer female staff in Programme Leader posts | Continue to review recruitment processes and career development to attract more female staff to middle management posts and encourage female employees to more senior teaching posts. Review Recruitment, Pay, and Flexible Working Policies to support the above. | HR/Recruitment | 31/03/2022 |
Impact of salary of CEO post influencing gender pay gap for management. | Analyse management pay without impact of CEO post which will always influence management statistics. | HR | 31/12/2021 |
The mean gender pay gap for females under 40 has increased from -2.32% in 2019 to 3.79% in the 3rd pay quartile, which is £14.07 to £20.37 per hour (Circa £27k to 39k). | Review the pay for this age category to find out the reason for this. | HR/Payroll | 31/12/2021 |
That term-time contracts are mainly utilised for lower paid roles. | Offer term-time arrangements as a genuine consideration for more senior roles making them more attractive to female employees – review family-friendly policy for pay disadvantage. | HR/Recruitment | 31/03/2022 |
Mean pay for females 40-49 gives a gender pay gap of 15.26%. | Further analysis of pay in this age band to look for anomalies and understand impact of maternity periods on progression. | HR | 31/12/2021 |