King’s Group Academies Gender Pay Gap Report
Summary
In line with statutory requirements, King’s Group Academies (KGA) reviews average pay for women and men each year. This report examines hourly rates as of 31st March 2025, comparing median and mean hourly pay, gender distribution across pay levels and one-off payments.
At the snapshot date, the Trust employed 1,029 women (77.5%) and 293 men (22.5%). Despite a significant increase in headcount (+529), the overall gender split changed by only 0.2%, indicating that recruitment and turnover patterns remained broadly consistent. This stability shows that changes in the gender pay gap are driven by the distribution of men and women across roles and pay levels rather than overall workforce composition.
Pay Gap Report
In 2025, the mean and median hourly pay and gender pay gaps were:
|
Women |
Men |
Gender Pay Gap |
|
|
Mean Hourly Rate |
£23.38 |
£28.42 |
22% |
|
Median Hourly Rate |
£18.31 |
£27.91 |
52% |
The Trust’s mean gender pay gap remains stable at 22% for the third consecutive year. While this reflects ongoing opportunity to minimise the gap, this figure remains the lowest mean gap recorded across our reporting periods. We are pleased to present that the median pay gap has decreased significantly from 79% in 2024 to 52% in 2025, demonstrating that pay differences among the broader workforce are narrowing, and we will continue to work towards improving this further.
|
2019 |
2020 |
2021 |
2022 |
2023 |
2024 |
2025 |
|
|
Mean |
28% |
28% |
36% |
29% |
22% |
22% |
22% |
|
Median |
53% |
58% |
61% |
61% |
68% |
79% |
52% |
The below table shows the Trust’s pay distributions across all employees. In 2025, women remain the majority in all pay quartiles, ranging from 90% in the lower quartile to 74% in the upper quartile. Men are particularly underrepresented in the lower quartile, making up only 10% of roles, though their representation is gradually increasing across the organisation over time. A key factor influencing the overall gender pay gap is the larger share of women occupying lower paid roles.
|
Pay Quartiles 2025 |
Women |
Men |
|
Upper |
74% |
26% |
|
Upper Middle |
69% |
31% |
|
Lower Middle |
78% |
22% |
|
Lower |
90% |
10% |
KGA employs staff across a range of careers and job categories, and the structure of roles influences pay patterns. Our workforce includes two distinct groups, school-based support colleagues, who are predominantly women, and teachers and leadership who are on professional salaries and have a more balanced gender mix.
Additionally, teacher’s hourly rates are calculated over 1,265 hours per year, while support colleagues’ pay is calculated over 1,924 hours which can make teachers’ rates appear higher.
A substantial proportion of our colleagues are in support roles, which occupy many of the lower quartiles, while teaching and leadership roles fall predominantly in the upper quartiles. Within senior leadership, 6 of 10 headteachers, principals or executive headteachers are women, and 9 of 12 members of the executive team are female, demonstrating strong female representation at higher levels.
Many lower-quartile roles are part-time or term-time, and often attract employees with caring responsibilities. Overall, women are represented at all pay levels, and the Trust’s established pay frameworks and flexible working arrangements continue to support fair opportunities for our employees. These patterns reflect similar trends across the broader education sector, where lower-paid support roles are more heavily represented by women, with more balanced parity in teaching and leadership roles.
Proposed actions to minimise the gender pay gap
-
Explore practical approaches to attract more men into lower-quartile support roles to improve gender balance across the workforce.
-
Develop initiatives to develop talented women within the organisation to aid progression to more senior roles.
-
Develop and implement transparent career pathways for all employees to provide clear progression opportunities, supported by training for line managers and department leads to guide staff.
-
With the implementation of our HRIS software, we will be able to analyse our workforce data in greater depth, allowing us to take a more targeted and effective approach to addressing the gender pay gap.
Bonus payments
Our core pay policies do not contain facilities for bonus payments.