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King’s Group Academies Gender Pay Gap Report

In April 2018 King’s Group Academies employed 299 women and 44 men. Several of the highest-paid staff were women, but in spite of this we found that on average women’s mean and median hourly rates were lower than men’s.

On the snapshot date:

The women’s hourly rate was 35% below men’s (mean) and 55% below (median).

The make-up of pay quartiles was:

   

          Men

 

      Women

Top quartile

 

25%

 

75%

Upper middle quartile

19%

 

81%

Lower middle quartile

5%

 

95%

Lower quartile

 

3%

 

97%

There were no bonuses paid to men or to women.

We are committed to being an Equal Opportunities Employer, and we investigated these results to identify any examples of inequality.

All our staff are paid according to published scales, with job descriptions matched to points on the scales. Staff are subject to performance management reviews which ensure that progression up the scales is a result of achieving transparent targets. Therefore, we can be confident that men and women in similar roles are paid according to the same criteria – a fact borne out by examination of individual salaries.

It became apparent that the lower average hourly rates for women were due to a disproportionate number of the lower-paid posts in the organisation being filled by women. Again, we critically examined the make-up of these posts to ensure that there was no inequality in recruitment. Our conclusion was that, like most educational establishments, we are able to offer part-time, termtime-only and flexible roles which are particularly attractive to women with school-age children. These roles tend to be lower paid because of their content – not because of their part-time nature. We have found no bias in our recruitment, and we do have men employed in roles in the lower quartile, but the majority of applicants for these family-friendly posts are women.

King’s Group Academies will continue to offer the same advancement prospects to men and to women, and the same opportunities for work which fits around a young family. We are confident that our gender pay gap is due to social factors unconnected with our recruitment or pay practices.