Gender Pay Gap Report 31/3/2021

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 the UK, the mean gender pay gap for all employees, full time and part-time for the year ending 31 March 2021 is 15.4%, this has increased slightly from 14.9% (government revised figure) in 2020 but remains lower than the 17.4% figure in 2019. When considering all staff at Shrewsbury Colleges Group the mean (average) gender pay gap to March 2021 is 15.8% (a slight decrease from 16.1% in 2020). This means the gender pay gap at college is now within 0.4% of the national average.

The Office for National Statistics for Teaching and Education professionals states that nationally all women earn 5.4% less than men, women on average earn £23.50 per hour and men £24.83 per hour. In Education women hold 65% of these jobs. Female teaching staff at Shrewsbury Colleges Group earn 2.2% less than men. The gender pay gap for teaching staff is lower than the overall national average.
Employees who were furloughed continued to receive their normal pay during this period therefore this made no difference to the gender pay gap results.

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. Proportion of males and females receiving a bonus payment
    6. Proportion of males and females in each quartile band.

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)

133 staff

2nd Quartile (lower middle quartile)

(£9.66-£14.82 per hour)

133 staff

3rd Quartile (upper middle quartile)

(£14.84-£21.35 per hour)

133 staff

4th Quartile (upper quartile)

(£21.35 per hour upwards)

134 Staff

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.

Conclusion

The 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.

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 15.8% mean (average) which is a reduction from 16.1% in 2020 with the median (mid-point) pay having a difference of 30.4% for females, this continues to reflect that a higher proportion of female staff occupy the 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?

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.

Review Recruitment, Pay, and Flexible Working Policies to support the above.

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