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King’s Group Academies Gender Pay Gap Report



In line with statutory requirements, KGA takes a snapshot of average pay for women and men employed by the Trust as at April each year.  For this report we are looking at hourly rates as at 5 April 2022.

We compare both the median and mean hourly pay as well as reviewing the gender distribution by pay levels. When the snapshot was taken the distribution of employees was 81.3% women and 18.7% men.

Our gender pay report will also include a supporting narrative which sets out an initial analysis of the data.  We then outline the steps we plan to improve upon our current pay gap.


Pay Gap Data and supporting narrative

In 2022 King’s Group Academies employed 553 women and 127 men.

The mean/media hourly rates and gender pay gap in April 2022 were:




Gender Pay Gap

Mean Hourly Rate




Median Hourly Rate























The table below shows our pay distribution as at 5 April 2022, across all employees alongside historical distributions data for 2019 - 2021.

Upper Quartile


2022 -72% women : 28% men


            2021 – 71% women : 29% men

2020 – 81% women : 19% men

2019 – 76% women : 24% men


Upper Middle Quartile


2022 – 74% women: 26% men


            2021 – 77% women : 23% men

2020 – 78% women : 22% men

2019 – 78% women : 22% men


Lower Middle Quartile


2022 – 80% women : 20% men


             2021 – 81% women : 19% men

2020 – 97% women : 3% men

       2019 – 95.5% women : 4.5% men


Lower Quartile


2022 – 99% women : 1% men


             2021 – 95% women : 5% men

2020 – 97% women: 3% men

        2019 – 95.5% women : 4.5% men















Bonus payments

No staff received any bonus payments



Report on our gender pay


We continue to employ high numbers of female staff in our upper pay quartile (72%) and similarly our executive team has a positive gender balance being made up 60% female directors. 

We recognise however that our lowest quartile earners are made up of 99% women and that this significantly contributes to our gender ay differential.  These colleagues are primarily support staff who work part time hours in auxiliary roles[1] and we know that they are attracted to these roles because they fit around care giver[2] responsibilities.  We do not believe that limiting the availability of flexible working opportunities amongst our lower paid roles would have a desirable effect.  We will however, continue to review our support staff pay structures and ensure that we are paying attention to fair living wage rates and offer a range of benefits that provide a holistic wellbeing provision.

In 2022 we undertook a review of the application of discretionary pay elements that are available under teacher terms and conditions.  We are aware that the calculations for hourly pay are significantly different for teachers’ when compared to support staff (as they calculated on the basis of 1265 hours per year while for support staff it is 1924) and that this artificially inflates teachers’ hourly rates.  In addition, national  teacher terms and condition allow for additional allowances and incremental rises based on performance.

Analysis of these discretionary elements did not indicate gender bias in favour of male colleagues.

We are mindful however that male colleagues, who make up just under 19% of our workforce are still more likely to occupy higher earning roles with the upper quartiles having 26% and 28% men.  We are currently working to ensure that our female colleagues are supported to develop their careers through a programme of leadership development activities.  We aspire to retain and promote our female colleagues into senior positions in a fair and equitable way.

[1] E.g. cleaning, catering, administration