GENDER PAY GAP DATA 2019/20

In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 the Diocese of Gloucester Academies Trust is required to publish information about pay gaps between male and female employees.  The overall gender pay gap is defined as the difference between the mean (average) or median (actual midpoint) hourly rate of pay of male and female employees. 

  1. Difference in mean hourly rate of pay – mean                32.1%

  2. Difference in median hourly rate of pay – median           47.4%

  3. Difference in mean bonus pay – mean                              0%

  4. Difference in median bonus pay – median                                    0%

  5. Percentage of employees who received bonus pay   Male     0%           Female 0%  

Employees by pay quartile   

                                                           Male               Female                       

          Upper quartile                                 10.6%             89.4%

          Upper middle quartile                        6.6%             93.4%

          Lower middle quartile                        3.5%             96.5%

          Lower quartile                                   3.5%             96.5%

  

 

 

Size of the Organisation

Number of employees within the organisation 2019/20:      48 male to 745 female

 

In common with most educational organisations, the Diocese of Gloucester Academies Trust employs more female full-time equivalent employees than male.  We are confident that men and women are paid equally for equivalent jobs. 

 

The pay gap has decreased this year which reflects the increase in salaries for those in the lowest quartile which are predominantly female.  The Trust has recognised, in full, the recommended salary increase for those staff paid on the NJC scales. 

 

The Diocese of Gloucester Academies Trust is committed to the promotion of equality of opportunity and choice for employees and supports fair treatment of all staff regardless of gender through robust and transparent recruitment processes, pay policy and professional development.

© 2019 DGAT