Shrewsbury Colleges Group

gender pay gap 2021

Introduction

Gender 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 in our report.

In the UK, the mean gender pay gap for all employees, full-time and part-time for the year ending 31 March 2022 is 14.9% (provisional figure), this has improved slightly decreasing from 15.1% in 2021.  When considering all staff at Shrewsbury Colleges Group the mean gender pay gap to March 2022 is 18% (an increase from 15.8% in 2021). This means the gender pay gap at college has widened and is now 3.1% greater than the national average.

The Teaching workforce across the UK is consistently predominantly female, it was 74% in 2021/22. The Office for National Statistics for Further Education teaching professionals states that nationally women earn 3.2% less than men. Nationally female teachers on average earn £20.78 per hour and men £21.47 per hour.  Female teaching staff at Shrewsbury Colleges Group averagely earn £31.04 per hour which is 4.3% less than men (this has increased from 2.2% in 2021), therefore the gender pay gap for teaching staff is worse here than the overall national average.

This report shows the results of our audit to identify where the gender pay gap exists in our workforce, the report is based on a snapshot date of 31 March 2022 for the whole workforce employed at Shrewsbury Colleges Group.  As this report is based on data collected for HMRC and has to comply with the government rules, it assumes binary gender terms of men and women. However, Shrewsbury Colleges Group recognises that not all staff will identify with these gender categories and is committed to improving equality for its trans and gender non-conforming staff.

In conclusion, the report demonstrates the College’s gender pay gap increase to 18% mean (average) from 15.8% in 2021 reflects the growing proportion of female staff together with a higher proportion of female staff occupying lower paid administrative roles.  

There are six calculations as follows:

  1. Our mean gender pay gap
  2. Our median gender pay gap
  3. Our mean bonus gender pay gap
  4. Our median bonus gender pay gap
  5. The proportion of males and females receiving a bonus payment
  6. The proportion of males and females in each quartile band.

1) Statistical Breakdown

On the date examined the College Group employed a total of 567 staff made up of 211 males and 356 females. In 2021 there were 200 males and 333 females giving a similar gender mix of 37.5% males and 62.5% females in 2021 compared to 37.2% males and 62.8% females in 2022.

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

2022

Female

Male

Difference (%)

£14.68 per hour

£17.90 per hour

18% (an increase from 15.8% in 2021)

How hourly rate for mean pay compares to last year:

2021

Female

Male

Difference (%)

£14.74 per hour

£17.50 per hour

15.8% (a decrease from 16.1% in 2020)

2) Median (mid-point) Overall

2022

Female

Male

Difference (%)

£13.12 per hour

£19.38 per hour

32.3% (an increase from 30.4% in 2021)

How median hourly rate compares to last year:

2021

Female

Male

Difference (%)

£13.08 per hour

£18.78 per hour

30.4% (an increase from 26.8% in 2020)

Comments regarding mean and median sugest that a higher proportion of female employees 34% are paid £20,000 per annum (£10.30 per hour) or less, this compares to 17.5% of 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)

(£4.52-£10.01 per hour)

142 staff

2nd Quartile (lower middle quartile)

(£10.01-£14.50 per hour)

142 staff

3rd Quartile (upper middle quartile)

(£14.76-£21.83 per hour)

142 staff

4th Quartile (upper quartile)

(£21.83 per hour upwards)

141 Staff

Total

Female

Male

Female

Male

Female

Male

Female

Male

 

108

34

108

34

79

63

61

80

567

2021 Figures

 

101

32

97

36

86

47

85

49

533

Variance

 

+7

+2

+11

-2

-7

+16

-24

+31

+34

4) Bonus Pay (SSFC Support staff on SSSP bonus)

All staff received a £100 bonus, this report analyses the SSSP payment in line with previous years to provide a comparison.

2022

Female

Male

Comments

21%

Received a bonus

9.5%

Received a bonus

Support Standards Payments are only applicable to Support Staff on Sixth Form terms and conditions. More female staff (223 females) work within support than male staff (87 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:

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.

Analysis of Findings

This analysis provides the reader with some context to our gender pay analysis and understanding of pay differentials.

Section A – All Staff

1) Mean overall figures &
2) Median overall figures

  • 34% of all female employees are paid £10.30 or less per hour (which equates to £20,000 or less per annum), compared to 17.5% 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, 56.2% are employed in lower paid administrative roles or cleaning or catering posts compared to 29.4% of male employees working in lower paid administrative roles which generate a gender pay gap of 18% (mean) and 32.3% (median).

3) Pay Quartiles

  • 30.3% of all female employees are paid within the first quartile (£4.52-£10.01 per hour), whereas 16.1% of all male employees are paid within the first pay quartile.

  • 30.3% of all female employees are paid within the second quartile (£10.01-£14.50 per hour), whereas 16.1% of all male employees are paid within the second pay quartile.

  • 22.2% of all female employees are paid within the third quartile (£14.76-£21.83 per hour), whereas 29.9% of all male employees are paid within the third pay quartile.

  • 17.1% of all female employees are paid within the fourth quartile (£21.83 per hour upwards), whereas 38% of male employees are paid within the fourth pay quartile.

Therefore, a higher proportion of female employees (60.7%) are paid within the first and second quartiles compared to male employees (32.2%) and a higher proportion of male employees (67.8%) are paid within the third and fourth pay quartiles compared to (39.3%) of female employees.

4) Bonus Pay

Support Standards Payments (Bonus Pay) are only applicable to Support Staff on Sixth Form terms and conditions. 21% of female staff received a bonus whilst 9.5% of male staff received a bonus. We employ more female employees in support roles which explains why the percentage for females is higher.

Conclusion

The College’s workforce is made up of 62.8% female staff and 38.2% 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 4.3%, for the median there is no gap. For Support there is a gender pay gap of 5.4%. The mean pay gap for Management (which includes the Senior Leadership Team, Curriculum Leaders and College Managers) is 15.5% this is in part due to having a Principal and CEO who is male included within this category which affects the overall variance.

Like last year’s report there are a higher number of males in the 4th pay quartile which has impacted on the increase in the gender pay gap figure overall.

A gender pay gap exists for the overall pay of 18% mean (average) which is an increase from 15.8% in 2021 with the median (mid-point) pay having a difference of 32.3% for females, this reflects a growing proportion of female staff overall and that a higher proportion of female staff occupy lower paid administrative roles.

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?

Management Pay Gap

     

The mean pay for females in management positions is £26.48 per hour a variance of 15.49% to male comparators. This is an increase from 7.39% in 2021.

Review recruitment processes and career development to attract more female staff to management posts. Consider what will support females to apply for management posts.

HR/Recruitment

31/08/2023

That flexible contracts (part-time, term-time) are mainly utilised in lower paid roles.

Offer flexible working arrangements as a genuine consideration for higher paid roles making them more attractive to all employees – review recruitment and family friendly policies.

HR/Recruitment

31/12/2023

Non-Management Pay Gap

     

Mean pay for females in the 40-49 age category has a 24.15% variance, this is an increase from 17.01% in 2021.  There has also been an increase in the gender pay gap for under 40 and 50+ age categories compared to 2021.

Further analysis of pay in this age band to look for anomalies.

HR

31/07/2023