Gender Pay Gap
In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Exceed Academies Trust has calculated the following gender pay gap.
The gender pay gap is a measure of the difference between the average hourly earnings of men and women and should not to be confused with equal pay. Equal pay is the legislation that makes it unlawful to pay people less for doing work of the same value, based on their gender. We take equal pay seriously and we have undertaken numerous job evaluation reviews to ensure staff are paid fairly in accordance with their job roles.
We are required to calculate and publish the following figures:
- Mean Gender Pay Gap – 17.45% (National average is 18.4%)
- Median Gender Pay Gap – 22.65%
- Mean Bonus Pay Gap – N/A no bonuses were paid
- Median Bonus Pay Gap – N/A no bonuses were paid
- Proportion of males and females receiving a bonus payment – 0%
- Proportion of males and females in each quartile band (see table)
|Upper: 75-100% of employees||74.38%||25.62%|
|Upper middle: 50-75% of employees||78.69%||21.31%|
|Lower middle: 25-50% of employees||90.98%||9.02%|
|Lower: 0-25% of employees||86.78%||13.22%|
At the snapshot date, we employed 486 staff – 402 women and 84 men. The majority of staff in the lower and lower middle pay quartiles are female (86.78% and 90.98%). This is because in most schools, the lowest pay quartiles includes roles such as cleaning, catering, administration and classroom support. The majority of staff in these roles are female.
At the upper pay quartiles, it is pleasing to note that the majority of staff are also female (74.38%). This tells us that although a lot of women in our organisation are at the lowest pay quartiles, a lot are also at the upper pay quartiles.
Aside from the Chief Executive Officer, all of the most senior positions in our organisation on the date when the data was captured were female. This includes the Chief Operating Officer, five Headteachers, seven Deputy Headteachers and 13 Assistant Headteachers. We are proud that women in our organisation hold these senior positions.
The picture this year is similar, with the addition of one male Headteacher, and three senior central team staff (Chief Finance Officer, Chief HR Officer, Strategic Business Manager) all of whom are female.
Calculating the gender pay gap is only the start in our journey to closing it. We already have many family-friendly and flexible working policies in our organisation, we will start taking active steps to improve uptake of the provisions within these policies to ensure that our female staff continue to progress in their careers and enable us to reduce the gender pay gap.
I can confirm that the above information has been calculated using payroll data on the snapshot date of 31 March 2017 and fairly reflects the gender pay gap for Exceed Academies Trust.
Name: Duncan Jacques (Chief Executive Officer) March 2018