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Gender Pay Reporting

The Southfield Grange Trust is required by law to carry out gender pay gap reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.  This involves carrying out six calculations that show the difference between the average earnings of men & women in our organisation, but does not involve publishing individual colleagues’ data.

We are required to publish the results on our own website and to a government website https://gender-pay-gap.service.gov.uk/Viewing/search-results, where the results from other organisations can also be viewed.

We can use these results to assess the levels of gender equality in the Trust, in relation to the pay balance of male and female employees at different levels.  It is the first time we have been required to publish this information.  We expect to be asked to do this every year, so we will be able to see trends emerging.

Gender pay reporting requires us to make calculations based on colleague gender, and their pay during March 2017.  We have done this by using our existing payroll records.  We have followed the approach to reporting set out in government guidance at

https://www.gov.uk/guidance/gender-pay-gap-reporting-data-you-must-gather 

and

https://www.gov.uk/guidance/gender-pay-gap-reporting-what-employers-must-publish.

We believe that men and women are paid equally for doing equivalent jobs across the Trust.  We use pay scales based on the School Teachers Pay & Conditions Document, and for support staff each academy follows the job evaluation / grading structure adopted by the local authority which use pay scales set by the NJC. 

The Southfield Grange Trust is an equal opportunities employer.  We support the fair treatment of staff, irrespective of gender through our transparent policies including:

  • Equal Opportunities Policy
  • Safer Recruitment Policy
  • Family Leave Policy
  • Flexible Working Policy
  • Shared Parental Leave Policy

The Southfield Grange Trust has 423 employees.  72.34% are female and 27.66% are male.  We are a flexible employer with a total of 227 employees taking up this flexibility of which 194 (85.46%) are female and 33 (14.54% are male.  We have a higher proportion of females in all quartiles, but the proportion is greater in the lower quartiles.  The resultant mean and median pay gap is an outcome of the lower proportion of males in the more junior grades. 

Although we have a majority of females in the junior pay grades, we also have a majority of females in the leadership pay grades.  As highlighted above, across The Southfield Grange Trust there are 26 teaching staff paid on the Leadership Scale (as teachers, Assistant Headteachers, Deputy Headteachers, Heads of School and Headteachers) of which 65.4% are female. 

Pay & bonus gap:  The Trust did not pay any bonuses in the reference period.

 

Mean Pay Gap

Median Pay Gap

Lower Quartile

Middle Lower Quartile

Middle Upper Quartile

Upper Quartile

Across The Southfield Grange Trust

21.16% lower for females

34.57% lower for females

83.81% F

16.19% M

79.25% F

20.75% M

66.4%F

33.96% M

60.38% F

39.62% M

Next steps

The Southfield Grange Trust is committed to undertaking further analysis work on the above results, to establish whether there are any actions which could be taken to start to narrow the gender pay gap which has been identified.

Supporting Statement

I can confirm that the above information has been prepared from our payroll data from 31 March 2017 and fairly presents the gender Pay Gap information for The Southfield Grange Trust

Dominic Wall                                  CEO and Accounting Officer