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 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 2023 is 14.3% (provisional figure), this has improved slightly decreasing from 14.9% in 2022. When considering all staff at Shrewsbury Colleges Group the mean gender pay gap to March 2023 is 19.7% (an increase from 18% in 2022). This means the gender pay gap at college has widened and is now 5.4% greater than the national average. The teaching workforce across the UK is consistently predominantly female, it was 76% in 2022/23. The Office for National Statistics for Further Education teaching professionals states that nationally women earn 2.1% less than men. Nationally female teachers on average earn £25.51 per hour and men £26.07 per hour. Female teaching staff at Shrewsbury Colleges Group averagely earn £33.64 per hour which is 4% less than men (this has improved from 4.3% in 2022), therefore the gender pay gap for teaching staff is wider here than the overall national average for teachers. This report shows the results of our audit and identifies where the gender pay gap exists in our workforce, the report is based on a snapshot of data taken on 31 March 2023 for the whole workforce employed at Shrewsbury Colleges Group. As this report is based on data collected for HMRC and must comply with the government rules, it assumes the use of the 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 section five there is a conclusion of this year’s audit. There are six calculations as follows:
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1) Statistical Breakdown
On the date examined Shrewsbury Colleges Group employed a total of 576 staff, made up of 224 males and 352 females. In 2022 there were 211 males and 356 females giving a similar gender mix of 37.2% males and 62.8% females compared to 39% males and 61% females in 2023.
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 in understanding the shift over the previous 12 months.
1) Mean Pay (average) Overall
2023
Female | Male | Difference (%) |
£15.53 per hour | £19.34 per hour | 19.7% (an increase from 18% in 2022) |
How the hourly rate for mean pay compares to last year:
2022
Female | Male | Difference (%) |
£14.68 per hour | £17.90 per hour | 18% (an increase from 15.8% in 2021) |
2) Median (mid-point) Overall
2023
Female | Male | Difference (%) |
£13.32 per hour | £19.38 per hour | 32.3% (an increase from 30.4% in 2021) |
How the median hourly rate compares to last year:
2022
Female | Male | Difference (%) |
£13.12 per hour | £19.38 per hour | 32.3% (an increase from 30.4% in 2021) |
Comments regarding mean and median suggest that a higher proportion of female employees 28.1% are paid £20,000 per annum (£10.30 per hour) or less, this compares to 11.2% of all male employees which impacts the overall median (mid-point) pay.
3) Pay Quartiles
The gender split in each quartile | ||||||||
1st Quartile (lower quartile) (£6.20 - £10.66 per hour) 144 staff | 2nd Quartile (lower middle quartile) (£10.66-£16.02 per hour) 144 staff | 3rd Quartile (upper middle quartile) (£16.02-£22.92 per hour) 144 staff | 4th Quartile (upper quartile) (£22.92 per hour upwards) 144 Staff | Total | ||||
Female | Male | Female | Male | Female | Male | Female | Male | |
114 | 30 | 103 | 41 | 76 | 68 | 59 | 85 | 576 |
2022 Figures | ||||||||
108 | 34 | 108 | 34 | 79 | 63 | 61 | 80 | 567 |
Variance | ||||||||
+6 | -4 | -5 | +7 | -3 | +5 | -2 | +5 | +9 |
4) Bonus Pay (SSFC Support staff on SSSP bonus)
This report analyses the SSSP payment in line with previous years to provide a comparison.
2023
Female | Male | Comments |
23.6% 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 (223 females) work within support than male staff (89 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:
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. |
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
28.1% of all female employees are paid £10.30 or less per hour (which equates to £20,000 or less per annum), compared to 11.2% 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, 59.1% are employed in lower paid administrative roles or cleaning or catering posts compared to 30.4% of male employees working in lower paid administrative roles which generate a gender pay gap of 19.7% (mean) and 38% (median).
3) Pay Quartiles
32.4% of all female employees are paid within the first quartile (£6.20-£10.66 per hour), whereas 13.4% of all male employees are paid within the first pay quartile.
29.3% of all female employees are paid within the second quartile (£10.66-£16.02 per hour), whereas 18.3% of all male employees are paid within the second pay quartile.
21.6% of all female employees are paid within the third quartile (£16.02-£22.92 per hour), whereas 30.4% of all male employees are paid within the third pay quartile.
16.8% of all female employees are paid within the fourth quartile (£22.92 per hour upwards), whereas 37.9% of male employees are paid within the fourth pay quartile.
Therefore, a higher proportion of female employees (61.6%) are paid within the first and second quartiles compared to male employees (31.7%) and a higher proportion of male employees (68.3%) are paid within the third and fourth pay quartiles compared to (38.4%) of female employees.
4) Bonus Pay
Support Standards Payments (Bonus Pay) are only applicable to Support Staff on Sixth Form terms and conditions. 23.6% of female staff received a bonus whilst 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.
ConclusionIn conclusion, the report demonstrates the College’s gender pay gap increased to 19.7% mean (average) from 18% in 2022 and reflects the growing proportion of female staff, together with a higher proportion of female staff occupying our lower paid administrative roles. The college’s workforce is made up of 61.1% female staff and 38.9% 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%, for the median there is no gap. For Support there is a gender pay gap of 8.8%. The mean pay gap for Management (which includes the Senior Leadership Team, Curriculum Directors, and College Managers) is 7.8% (which is a reduction from 15.5% in 2022) this is in part due to having two senior post holders who are male included within this category which affects the overall variance. Like last year’s report there is a higher number of males (85 males and 59 females) in the 4th pay quartile which has impacted the increase in the gender pay gap figure overall. A gender pay gap exists for the overall pay of 19.7% (mean average) which is an increase from 18% in 2022 with the median (mid-point) pay having a difference of 38%, an increase from 32.3% in 2022 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
N.B. 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 | |||
Whilst progress has been made, the mean pay for females in management positions is £28.60 per hour a variance of 7.84% to male comparators. (This is a notable decrease from 15.49% in 2022). Men outnumber women in the top two pay quartiles and are underrepresented in management roles, particularly when compared to the sector demographic. | Further review recruitment processes, flexible working access and career development to attract more female staff to our management posts. Consider what will support females to apply for management posts. | HR/Recruitment | 31/08/2024 |
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 | 31/08/2024 |
Non-Management Pay Gap | |||
The mean pay for females in the 40-49 age category has a 29.1% variance - this is an increase from 24.15%. In 2022 there has also been an increase in the gender pay gap for the 50+ category to 17.2% from 15.5% in 2022. | Further analysis of pay in this age band to look for anomalies. | HR | 31/07/2024 |