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Gender Pay Gap Reporting

 

Employee Gender Pay Gap Reporting as at 31/3/2019 and 31/3/2020

Introduction and Context

Phoenix is an employer who has voluntarily chosen to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.  The gender pay gap is the difference between the hourly rate of pay for male employees and female employees across the organisation and is not specific to a role.  Equal pay means that men and women are paid the same for doing the same job – this is not what the gender pay gap is reporting on.

The gender pay gap is reported using the following data from the sample:

  • Mean – average hourly pay
  • Median – the mid-point of the hourly rate of all salaries when organised from lowest to highest
  • Quartiles – the distribution of gender in each pay quartile (i.e. organising the hourly rate from lowest to highest, splitting them into four equal groups and showing how many men and women are in each group)
  • Bonuses – the number of staff receiving bonuses by gender and the gender pay gap for bonus payments

In order to calculate the gender pay gap at Phoenix, we have used the data from all staff who fall into the category of a “relevant full pay employee” as defined in the ACAS guidance “Managing Gender Pay Reporting”.  This includes all staff, regardless of their contract term or permanency, but excludes staff who have taken unpaid leave during the sample period.

 

Our gender pay gap at Phoenix as at 31/3/19

The number of relevant full pay employees included in the sample was 225.  Out of this sample, 163 were female (72%) and 62 were male (28%).

The mean gender pay gap is 17% meaning that men are, on average, paid 17% more per hour than women.  The mean hourly rate for women is £19.48 compared to £23.51 for men, so on average a man in our organisation gets paid £4.03 more than an average woman.

The median gender pay gap is 15% meaning that when organised from lowest to highest hourly rate, the mid-point hourly pay rate for males is 15% more than females.  The median hourly rate for women is £16.54 compared to £19.53 for men, a difference of £2.99 at the mid-point.

 

 

Quartile Band Analysis

The hourly rate for relevant full pay employees was organised from lowest to highest and this was then spit into four equal groups.  The total number and percentages of men and women in each quartile are shown below:

 

Quartile

No. of employees

Male

Female

 

 

No.

%

No.

%

Lower

56

9

16.1

47

83.9

Lower Middle

56

13

23.2

43

76.8

Upper Middle

57

23

40.4

34

59.6

Upper

56

17

30.4

39

69.6

 

Bonus payments are not payable within Phoenix and therefore, there is nothing to report in this respect.

Our gender pay gap at Phoenix as at 31/3/20

The number of relevant full pay employees included in the sample was 236.  Out of this sample, 168 were female (71%) and 68 were male (29%).

The mean gender pay gap is 21% meaning that men are, on average, paid 21% more per hour than women.  The mean hourly rate for women is £19.50 compared to £24.57 for men, so on average a man in our organisation gets paid £5.07 more than an average woman.

The median gender pay gap is 25% meaning that when organised from lowest to highest hourly rate, the mid-point hourly pay rate for males is 25% more than females.  The median hourly rate for women is £15.38 compared to £20.58 for men, a difference of £5.20 at the mid-point.

Quartile Band Analysis

The hourly rate for relevant full pay employees was organised from lowest to highest and this was then spit into four equal groups.  The total number and percentages of men and women in each quartile are shown below:

Quartile

No. of employees

Male

Female

 

 

No.

%

No.

%

Lower

59

10

16.9

49

83.1

Lower Middle

59

12

20.0

47

80.0

Upper Middle

59

24

40.7

35

59.3

Upper

59

22

37.3

37

62.7

 

Bonus payments are not payable within Phoenix and therefore, there is nothing to report in this respect.

Supporting Statement

It is important to point out that Pheonix uses a fixed pay structure for both teaching and non-teaching colleagues ensuring that employees appointed to same role, whether male or female will be paid the same rate of pay.

The positive mean average and median average reveals that an average female employee has lower pay than their average male colleague within our workforce.  This is typical of most organisations and certainly within the education sector.  It is clear from the analysis that there are a much higher percentage of women in our workforce across all pay quartiles - during this period of time 71.5% of our overall workforce were female.  It is also clear that the percentage of females is high (83%) in the lower quartile reducing at each quartile above this with the upper quartile attracting 66% of women.  This however, is an improvement on the gender pay figures at the end of 31/3/18 – an increase of 2.4% of women in the upper quartile which is encouraging.  There is a drop in the upper middle quartile since the previous year indicating that women had moved up through the ranks to the upper quartile pay bands. Many of the roles in the lower quartile are part time and this could be a key reason for there being a much higher percentage of women attracted to these roles (roles such as lunchtime supervisors, exam invigilators and learning support assistants).

Part time roles within Phoenix are predominately filled by females and also attract lower levels of pay because of the type of role.  Although recruitment is based on who has the best skill set for a particular role, the number of male applicants for such posts is low.  We are increasing our appointment of apprentices into school so will encourage male applicants in particular to join our Teaching Assistant teams.

It is pleasing to note that the number of women in both the upper middle and upper quartiles do exceed the number of males.  The school continues to invest in the continuous professional development of its staff and succession planning internally supports the promotion of our mainly female workforce into higher-level jobs within the organisation.  Within our teaching team we are currently supporting a higher number of female workers than male workers in the National Professional Qualification for Senior Leaders, with one female being supported on the National Qualification for Headship, which actively supports the movement of females into the higher earning bracket.  Within the last year the school has also recruited 3 female members of staff to Associate roles with our Senior Leadership Team – these were of course the best candidates for the role but it also brings a balance to our leadership team as well.  We also support a number of flexible working requests across all quartiles and will continue to do so where able. All staff are able to request flexible working and the school follows an agreed process to assess these.

To continue to reduce the gender pay gap the school will review its recruitment processes and improve the marketing of the roles within school to encourage males to apply for those roles sitting within the lower and lower middle quartiles whilst, of course, continuing to offer career development opportunities across the staff as a whole.  We will also consult with our recruitment partner, Hays to identify other positive steps to narrow the gap.

We understand that reducing the gap will take time but are committed to doing so and will continue to promote an environment that empowers all of our colleagues to succeed. 

 

 

Mike Smith

Head Teacher

 

Mrs M Bytheway
Phoenix Collegiate
Clarkes Lane,
West Bromwich,
West Midlands,
B71-2BX

T: 0121 588 8384E: info@phoenix.sandwell.sch.uk