Gender Pay Gap Report 31/3/2025

Gender Pay Gap Report 31 March 2025

As an organisation employing 250 or more employees, Shrewsbury College must report on its gender pay gap. This report is based on the data for the snapshot date of 31 March 2025. The Gender Pay Gap analyses the difference between the average earnings of male and female employees in an organisation. This is different from equal pay, which is the right for men and women to be paid at the same rate of pay for work that is of equal value. We are required to report on the following calculations:

1. The percentage of men and women in each hourly pay quarter
2. The mean (average) gender pay gap for hourly pay
3. The median gender pay gap for hourly pay
4. The percentage of men and women receiving bonus pay
   
   1. The mean (average) gender pay gap for bonus pay
   2. The median gender pay gap for bonus pay

The further education workforce is predominantly female. The FE Workforce Data Collection concluded that 61% of all staff working in FE are female. Also that the proportion of women in teaching roles decreased from 56% to 53%, while the proportion of women in senior management roles reduced from 58% to 54%.

Findings

The headline findings for 2025 are that Shrewsbury College has seen a reduction in the gender pay gap. The mean gender pay gap is 18.34% (v 19.96% last year) and the median gender pay gap is 36.79% (v43.66% last year). According to the Office for National Statistics, the national gender pay gap was 7% in April 2024.

Breakdown for Shrewsbury College:

The total number of relevant employees on the snapshot date was 703.

1. Percentage of men and women in each hourly pay quarter

This data has been analysed to include the mean and median gender pay gap for each quartile below:

Lowest quartile

There are significantly more women than men in this quartile, which includes roles such as cleaners, catering assistants, learning support roles, technicians and administration. The median hourly rate is the same for both males and females in this quartile.

 Lower middle quartile

This quartile also has significantly more women and includes higher paid administration and learning support roles and assessors. Females in this quartile have a higher mean hourly rate than males and the median hourly rate is the same.

Upper middle quartile

The number of male employees in this quartile is closer to the number of female employees. This quartile includes team leaders, some managerial roles and teachers. The females in this quartile have slightly higher mean and median hourly rates than the males.

Upper quartile

This quartile includes teachers, programme leaders and the Senior Leadership Team. There is no difference in the median hourly rate for men and women and a very small gap in the mean hourly rate.

2. Mean gender pay gap for hourly pay

The mean gender pay gap is the difference between the average hourly rate of pay of male and female full pay relevant employees.

3. Median gender pay gap for hourly pay

The median pay gap is the difference between the midpoint in the range of hourly pay for males and females.

4. Bonus pay

There is no bonus pay to report on.

5. Gender pay gap monitoring and action

1. Monitor recruitment data and practices to ensure fair application of the pay policy.
2. Promote family-friendly policies and flexible working arrangements to all staff.
3. Review the fairness of progression and succession processes.
4. Offer development opportunities, and review the progression of female staff into more senior roles.
5. Monitor exit feedback from exit interviews and the annual staff survey.