St Christopher’s CofE (Primary) Multi Academy Trust (the Trust) is committed to the principle of equal opportunities and equal treatment for all employees. Employers with more than 250 employees must publish and report specific figures about their gender pay gap.
The reportable information is prepared by the Trust’s payroll providers, HROne and the People Team are responsible for analysing the data and ensuring relevant actions are undertaken.
The Trust operates as an equal opportunities employer and does not discriminate as defined by the Equalities Act 2010 when recruiting, managing performance and providing continuous professional development opportunities and career progression.
The Trust adheres to the Teacher Leadership Pay Scale, Teacher Main Pay Scale and NJC Support Staff Scale Points for all school positions. There are quite considerable challenges in the way the sector’s pay and conditions are negotiated nationally that impact our sector.
Below are the outcomes of our gender pay gap analysis and the report that is required to be published on the Trust website.
Trust Gender Pay Gap Data for 2024 Reporting Period
This report is based on data as at 31st March 2024 At that time St Christopher’s CofE (Primary) Multi Academy Trust employed 558 staff across 19 academies and a central team who are responsible for educating approximately 3700 pupils.
| Mean Hourly Rate Pay Gap | Median Hourly Rate Pay Gap | ||
| 2024 | 22.30% | 2024 | 48.15% |
| 2023 | 22.99% | 2023 | 48.75% |
2024 data for gender pay gap reporting across the Trust shows that the mean and median gap has marginally decreased since last year.
Mean Gap Calculation:
For each quartile, the mean hourly pay for women is subtracted from the mean hourly pay for men. This is then divided by the mean hourly pay for men and multiplied by 100 to give the mean gender pay gap in hourly pay as a percentage of men’s pay. The results for each quartile are as follows:
| Gender | Quartile % | Average Pay | Mean Gap |
| Female | 76.4% | 27.81 | 7.14% |
| Male | 23.6% | 29.95 |
| Gender | Quartile % | Average Pay | Mean Gap |
| Female | 85.6% | 17.60 | - 0.11% |
| Male | 14.4% | 17.58 |
| Gender | Quartile % | Average Pay | Mean Gap |
| Female | 97.1% | 12.40 | - 0.89% |
| Male | 2.9% | 12.29 |
| Gender | Quartile % | Average Pay | Mean Gap |
| Female | 89.2% | 10.69 | -0.08% |
| Male | 10.8% | 11.68 |
Analysis
486 employees are female (87.10%) with 72 (12.90%) employees being male. The Trust has a female CEO, with 132 (78.1%) female employees in the upper quartile. The Trust also has a higher proportion of female workers in each quartile overall. Of the 72 males employed, 37 (51.38%) are in the upper quartile which therefore distorts the overall gender pay gap.
Whilst the Trust does not have variation in pay between employees performing the same like for like roles, proportionally more men are in teaching and leadership roles across the Trust than in the lower paid support staff roles. The distribution of women employees across the four quartiles is more consistent. Females employed in the upper quartile have reduced slightly this reporting period (77.1% female in 2023 compared to 76.4%). This creates a gender pay gap when considering whole workforce data.
The above data shows that females average a higher pay in the upper middle, lower middle and lower quartiles.
For several reporting years, the data shows males earn more than females in senior roles. However, in comparing like roles within the organisation in the upper quartile, the mean gap reduces. In this reporting period the overall mean gap in the upper quartile is marginally higher when compared to previous years.
In considering the Trust data on gender and pay rates, the Trust noted that the Department for Education ‘School Teacher Workforce’ data reports that teaching is a female dominated occupation. The data they publish shows that the school workforce is becoming even more female dominated with the proportion of men in teaching roles in primary schools having declined. The Trust data aligns to this report, although to a greater extent.
Challenges around pay, workload, wider terms and conditions and budgetary pressure nationally, impacts the number of employees being retained in the education workforce. This is supported in the following research:
The Trust recognises that for some roles in education, more females apply to the sector due to attractive working patterns and caring for family and this is reflected in some of the quartile data, where more men than women work in these roles within the organisation.
The Trust seeks to maximise opportunities for all employees, regardless of gender, through its recruitment processes and inclusive flexible working policy. There has been an increase in some males working in the lower quartiles within the data and the Trust has seen the evidence of this in recruiting to roles such as Teaching Assistant and Caretaker.
In our position as a multi academy trust, it is acknowledged that under TUPE processes the Trust has no control over existing staffing when schools join the Trust. No schools joined the Trust in this reporting period but have in previous reporting years. Some leadership postholders have changed in this reporting period.
Action Planning
The following are actions to address the gender pay gap:
Please note: Several credible research sources are considered as part of our ongoing work including: