2020 – Gender Pay Gap Report

Scope of Report

  • The data for this exercise has been taken from the March 2019 payroll which includes the snapshot date of 31 March 2019;
  • The data includes all employees who are paid on a substantive or fixed term basis;
  • The data includes basic pay and relevant allowances but not overtime pay, redundancy or termination payments, or non-cash benefits such as those paid through salary sacrifice;

Education Training Collective Results

The data used for this exercise has been taken directly from the College’s HR/Payroll database and covers the snapshot period of 31 March 2019.

The mean gender pay gap

The mean hourly rate of pay for all male full-pay relevant employees is £15.28. The mean hourly rate of pay for all female full-pay relevant employees is £13.44.

The mean gender pay gap therefore equates to 12.04%.

The median gender pay gap

The median hourly rate of pay for all male full-pay relevant employees is £14.23. The median hourly rate of pay for all female full-pay relevant employees is £12.27.

The median gender pay gap therefore equates to 13.77%.

The mean bonus gender pay gap

The mean bonus for all male full-pay relevant employees is £4,478.16

The mean bonus for all female full-pay relevant employees is £1,363.82

The mean gender bonus gap therefore equates to 69.5%

The median bonus gender pay gap

The median bonus for all male full-pay relevant employees is £7,000

The median bonus for all female full-pay relevant employees is £697.23

The median gender bonus gap therefore equates to 90%

The proportion of males and females receiving a bonus payment

Males 1.91%

Women 2.54%

The proportion of males and females in each quartile band

Pay Quartiles by Gender

BandMalesFemalesDescription
A 24% 76% Includes all employees whose standard hourly rate places them at or below the lower quartile
B 28% 72%Includes all employees whose standard hourly rate places them above the lower quartile but at / below the median
C 36% 64%Includes all employees whose standard hourly rate places them above the median but at / below the upper quartile
D 44% 56%Includes all employees whose standard hourly rate places them above the upper quartile

Conclusion

The Education Training Collective report this year is as a Group and includes data from Redcar and Cleveland College following merger in August 2018. The Group’s mean gender pay gap is £1.84 per hour (12.04%) and the median gender pay gap is £1.96 per hour (13.77%).


Underlying causes of the gender pay gap

Under the law, men and women must receive equal pay for:

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value.

The Education Training Collective is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex or any other protected characteristic.

As such:

  • All managers receive annual training in fair external and internal recruitment practice;
  • Workforce profile reports are provided to Governors on a regular basis;

The Group is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

However an analysis of the workforce has shown that the Group’s cleaning staff and Learning Support Assistants are exclusively female and apprentices are mainly female. They all fall into the lowest salary band, which impacts upon the Group pay averages. The Senior Management Team is 53% male and 47% female. This also affects pay averages.

The Group, following merger will continue to take positive action to address pay imbalances between the genders in terms of its external and internal recruitment practices. In addition, the Group’s management development arrangements have identified staff with the potential to progress to senior management level. There is a higher proportion of females to males undertaking the programme, and this is approximately in line with the overall gender profile of the Group.