Gender Pay Gap 2022-2023
Gender Pay Gap reporting 2022-23
Spiral Partnership Trust is required by law to carry out gender pay reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation but does not involve publishing individuals’ data. The snapshot date is 5th April 2023 and we are required to report within one year of this date.
The gender pay gap reporting is based in Spiral’s payroll records, following the approach set in in Government guidance. The results of these calculations are then used to assess the levels of gender equality in the Trust in relation to pay and the balance of male and female employees at different levels.
All staff are paid in accordance with Spiral’s Pay Policy which is based on the nationally agreed terms and conditions for teachers and support staff; this is reviewed annually and is made available to all staff. Pay scales for both teaching and support staff are transparent and ensure that all individuals are paid consistently regardless of gender. However, it is clear from our data that we employ proportionately more men than women in higher paid roles and more women than men in lower paid roles.
Number of employees
The number of employees in the Trust at the snapshot date was 304 (2022: 296).
Within the education sector it is common for a high proportion of the workforce to be female with the actual breakdown for the reporting period being:
| Female | Male |
| 91.8% (2022: 90.9%) | 8.2% (2022: 9.1%) |
The proportion of male and female full pay relevant employees in each of the four quartile pay bands was:
| Quartile Pay Bands 23 | Lower quartile | Lower middle quartile | Upper middle quartile | Upper quartile |
| Number in quartile | 76 | 76 | 76 | 76 |
| No. male in quartile | 3 | 7 | 12 | 3 |
| No female in quartile | 73 | 69 | 64 | 73 |
| Male | 4% | 9% | 16% | 4% |
| Female | 96% | 91% | 84% | 96% |
| Mean gender pay gap | 0.34% (£0.07) | Median gender pay gap | 26.9% |
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The figures show that the mean gender pay gap for the hourly rate increased from -1.2% in 2022 to 0.34% in 2023. There was also an increase in the median gender pay gap for the hourly rate from 20.4% in 2022 to 26.9% in 2023. This is likely to be due to the recruitment of a new male CEO during the period following the retirement of two female joint CEOs.
Percentages year on year can fluctuate because they are significantly impacted by the small number of males in the organisation (reflected national in primary education); minor changes in male pay can impact significantly on percentages.
No member of staff was paid a bonus during the year ended 5th April 2023.
The Trust is confident that the changes in the gender pay gap are reflective of changes in the workforce from 2022 to 2023.
Context
Under the law, men and women must receive equal pay for:
- the same or broadly similar work;
- work rated as equivalent under a job evaluation scheme; or
- work of equal value.
The Trust is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:
- maintains nationally recognised pay scale for teachers and support staff;
- evaluates job roles and pay grades as necessary to ensure a fair structure.
The Trust is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the Trust and the salaries that these roles attract.
The Trust will monitor this data on an ongoing basis as growth and change within the Trust may alter the data by the next reporting date. It is recognised that under TUPE processes the Trust has no control over the staffing complement where academies join the Trust.
This initial report and its data provides a baseline for the Trust to compare to in future years to identify any trends and whether or not the actions identified above are having any impact.
Corinna Semon, CFO