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 31 March 2021 for the whole workforce employed at Shrewsbury Colleges Group at this date. |
1) Statistical Breakdown
On the date examined the College employed a total of 533 staff made up of 200 males and 333 females. In 2020 there were 194 males and 316 females giving a similar gender mix of 38% males and 62% females in 2020 compared to 37.5% males and 62.5% females in 2021.
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
2021
Female | Male | Difference (%) |
£14.74 per hour | £17.50 per hour | 15.8% (a decrease from 16.1% in 2020) |
How hourly rate for mean pay compares to last year:
2020
Female | Male | Difference (%) |
£13.89 per hour | £16.57 per hour | 16.1% (an increase from 13.9% in 2019) |
2) Median (mid-point) Overall
2021
Female | Male | Difference (%) |
£13.08 per hour | £18.78 per hour | 30.4% (an increase from 26.8% in 2020) |
How median hourly rate compares to last year:
2020
Female | Male | Difference (%) |
£12.59 per hour | £17.21 per hour | 26.8% (an increase from 24.1% in 2019) |
Comments regarding mean and median are that a higher proportion of female employees 35.1% are paid £20,000 per annum (£10.30 per hour) or less, this compares to 22.5% 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) (£4.41-£9.66 per hour) | 2nd Quartile (lower middle quartile) (£9.66-£14.82 per hour) | 3rd Quartile (upper middle quartile) (£14.84-£21.35 per hour) | 4th Quartile (upper quartile) (£21.35 per hour upwards) | Total | ||||
Female | Male | Female | Male | Female | Male | Female | Male | |
101 | 32 | 97 | 36 | 86 | 47 | 85 | 49 | 533 |
2020 Figures | ||||||||
100 | 27 | 86 | 41 | 67 | 61 | 63 | 65 | 510 |
Variance | ||||||||
+1 | +5 | +11 | -5 | +19 | -14 | +22 | -16 | +23 |
4) Bonus Pay (SSFC Support staff on SSSP bonus)
2021
Female | Male | Comments |
22.3% 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 (205 females) work within support than male staff (88 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:
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 (205 females) work within support than male staff (88 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 ofpay differentials.
Section A – All Staff
1) Mean overall figures &
2) Median overall figures
- 35.1% of all females are paid £10.30 or less per hour (which equates to £20,000 or less per annum), compared to 22.5% 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, 59.5% are employed in lower paid administrative roles or cleaning or catering posts compared to 34% of male employees working in lower paid administrative roles which generates the gender pay gap of 15.8% (mean) and 30.4% (median).
3) Pay Quartiles
30.3% of all female employees are paid within the first quartile (£4.41-£9.66 per hour), whereas 16% of all male employees are paid within the first pay quartile.
29.2% of all female employees are paid within the second quartile (£9.66-£14.82 per hour), whereas 18% of all male employees are paid within the second pay quartile.
25.8% of all female employees are paid within the third quartile (£14.84-£21.35 per hour), whereas 23.5% of all male employees are paid within the third pay quartile.
14.7% of all female employees are paid within the fourth quartile (£21.35 per hour upwards), whereas 42.5% of male employees are paid within the fourth pay quartile.
Therefore, a higher proportion of female employees (59.5%) are paid within the first and second quartiles compared to male employees (34%) and a higher proportion of male employees (66%) are paid within the third and fourth pay quartiles compared to (40.5%) of female employees.
4) Bonus Pay
Support Standards Payments (Bonus Pay) is only applicable to Support Staff on Sixth Form terms and conditions. 22.3% of female staff received a bonus whilst only 9.4% 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 62.5% female staff and 37.5% 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 2.2%, for the median there is no gap. For Support there is a gender pay gap of 8.7%. The mean pay gap for Management (which includes the Senior Leadership Team, Curriculum Leaders and College Managers) is 7.4% 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 the Issue? | Action | Who? | By When? |
Whilst the mean pay for females in management positions has reduced from 12.36% it still shows a gender pay gap of 7.4%. | Continue to review recruitment processes and career development to attract more female staff to management posts. | HR/Recruitment | 31/08/2022 |
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. | HR/Recruitment | 31/08/2022 |
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 | 31/12/2022 |
Mean pay for females 40-49 gives a gender pay gap of 17.01%. | Further analysis of pay in this age band to look for anomalies and understand impact of maternity periods on progression. | HR | 31/05/2022 |