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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As an organisation employing 250 or more employees, Shrewsbury College has a duty to report on its gender pay gap. This report is based on the data for the snapshot date of 31 March 2024.
This Gender Pay Gap report analyses the difference between the average earnings of male and female employees at our College. This is different to equal pay, which is the right for men and women to be paid at the same rate of pay for work that is of equal value. The report provides the following calculations:
- The percentage of men and women in each hourly pay quarter
- The overall mean (average) gender pay gap for hourly pay
- The overall median gender pay gap for hourly pay
- Bonus pay:
- The percentage of men and women receiving bonus pay
- The mean (average) gender pay gap for bonus pay
- The median gender pay gap for bonus pay
The further education workforce is predominantly female. The most recent FE Workforce Data analysis shows that 65% of the national workforce is female. This is the breakdown for our college over the year:
60% Female | 40% Male |
The total number of full pay relevant employees on the specific snapshot date was 539.
Percentage of men and women in each hourly pay quarter
Band | Males | Females | Hourly rate range | Quartile |
A | 31% (46) | 69% (103) | £5.28 - £12.66 | Lowest quartile |
B | 26% (38) | 74% (110) | £12.66 - £19.36 | Lower middle quartile |
C | 46% (68) | 54% (80) | £19.36 - £37.26 | Upper middle quartile |
D | 56% (83) | 44% (65) | £37.26 and higher | Upper quartile |
This data has been further analysed to include the mean and median gender pay gap for each quartile:
Lowest quartile | Mean hourly rate | Median hourly rate |
Male | £11.85 | £12.66 |
Female | £11.82 | £11.78 |
Pay gap | £0.03 | £0.88 |
Gender pay gap | 2.5% | 6.9% |
There are significantly more women than men in this quartile, which includes roles such as cleaners, catering assistants, learning support roles, technicians and administration.
Lower middle quartile | Mean hourly rate | Median hourly rate |
Male | £15.64 | £15.70 |
Female | £15.30 | £15.21 |
Pay gap | £0.34 | £0.49 |
Gender pay gap | 2.1% | 3.1% |
This quartile also has significantly more women and includes higher paid administration, learning support roles and assessors.
Upper middle quartile | Mean hourly rate | Median hourly rate |
Male | £29.41 | £29.66 |
Female | £29.93 | £29.66 |
Pay gap | -£0.52 | £0.00 |
Gender pay gap | -1.7% | 0% |
The number of male employees in this quartile is closer to the number of female employees. This quartile includes team leaders, some managerial roles and teachers. The females in this quartile have a slightly higher mean hourly rate than the males.
Upper quartile | Mean hourly rate | Median hourly rate |
Male | £38.91 | £37.26 |
Female | £38.00 | £37.26 |
Pay gap | £0.91 | £0.00 |
Gender pay gap | 2.3% | 0% |
This quartile includes teachers, managers, programme leaders and Senior Leadership Team. There is no difference in the median hourly rate for men and women and a very small gap in the mean hourly rate.
Overall Mean gender pay gap for hourly pay
The mean gender pay gap is the difference between the overall average hourly rate of pay of male and female employees.
The mean hourly rate for male employees was £27.10 and for females the mean hourly rate was £21.69. The mean gender pay gap is therefore 19.96%.
Overall Median gender pay gap for hourly pay
The median pay gap is the difference between the midpoint in the range of hourly pay for males and females.
The median hourly rate for male employees was £29.66 and the median hourly rate for female employees is £16.71. The median gender pay gap is therefore 43.66%.
Bonus pay
The Support Staff Standards Payment, which was a one-off payment to support staff in Sixth Form Colleges each December, was incorporated into the Support Staff Pay scales in September 2023. There are no bonuses paid, therefore there is no bonus data to report following this change.
Conclusion and Actions
Further analysis concludes the overall mean and median gender pay gap percentages are due to the higher number of females employed in roles in the two lower quartiles, which are the lower paid roles. These roles are also more likely to be part-time or term-time roles. The College has the following intentions:
- Monitor our recruitment data and practices to ensure equality and build gender diversity
- Promote our family friendly policies and flexible working arrangements
- Review our progression and succession planning processes
- Offer development opportunities to support internal progression to better paid roles.
Further analysis of pay in this age band to look for anomalies. | HR | 31/07/2024 |