Gender Pay Gap Reporting

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Inspiration Trust is an equal opportunities employer. We support the fair treatment of all staff, irrespective of gender through our transparent recruitment, pay, and professional development processes.

From this page you can find links to our annual gender pay gap reports from March 2017 onwards.

These provide the statutory requirements for disclosure, together with a narrative that provides additional information on context within the education sector and Inspiration Trust specifically.

March 2019

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. The snapshot date is 31st March 2019 and we are required to report within one year of this date.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded

The results of the statutory calculations are shown below.

Hourly Rate

Mean pay gap

Median pay gap

13.4% lower for women (2018 17.2%)

20.1% lower for women (2018 8.8%)

 

Lower quartile

Lower middle quartile

Upper middle quartile

Upper quartile

W

77.2%

(2018 76.7%)

77.2%     (2018 74.7%)

63.6%

(2018 68.4%)

65% (2018 62.6%)

M

22.8%

(2018 23.3%)

22.8%

(2018 25.3% )

36.4%

(2018 31.6%)

35% (2018 37.4%)

Receiving a bonus

% of employees receiving a bonus

Mean bonus pay gap

Median bonus pay gap

W

0.90%

12.7% lower for women

(2% 2018)

6.4% lower for women

(7.7% 2018)

M

3.3%

 

 

The Inspiration Trust workforce is 71% women and 29% men. This means that women are overrepresented in the lower and lower middle quartiles and under-represented in the upper middle and upper quartiles.

We use pay scales for all teaching staff that are aligned to the School Teachers Pay and Conditions Document (STPCD) which is reviewed on an annual basis. For non-teaching staff we use pay scales set by the National Joint Council for Local Government Services (NJC). Staff move through the pay scales for their grade based on a thorough and robust performance management process, meaning earnings are determined by performance outcomes, irrespective of gender. Bonus payments are awarded to Executive Leaders, Principals and senior members of support staff and are determined by the outcome of performance management processes.

The education workforce comprises a significant proportion of support roles of which the majority of employees are women. We have analysed the teacher workforce and it is 64% women. 58% or senior leaders are women. In the coming year, we will be focusing on whether there are barriers to women moving from middle to senior leadership. 

March 2018                                     

The trust is a flexible employer and a number of our employees take up this flexibility by choosing to work part time.

Hourly wages pay gap

Mean pay gap

Median pay gap

17.2% lower for women

8.8% lower for women

 

 

Lower quartile

Lower middle quartile

Upper middle quartile

Upper quartile

W

76.7%

74.7%

68.4%

62.6%

M

23.3%

25.3%

31.6%

62.6%

 

% of employees receiving a bonus

Mean bonus pay gap

Median bonus pay gap

W

1.1% F

2% lower for women

7.7% lower for women

M

4.2%

We use pay scales for all teaching staff that are aligned to the School Teachers Pay and Conditions Document (STPCD) which is reviewed on an annual basis. For non teaching staff we use pay scales set by the National Joint Council for Local Government Services (NJC). Staff move through the pay scales for their grade based on a thorough and robust performance management process, meaning earnings are determined by performance outcomes, irrespective of gender. Bonus payments are awarded to Principals and senior members of support staff and are determined by the outcome of performance management processes.

We have a higher proportion of females in every quartile, including the upper. This illustrates that the overall pay gap is as a result of a low proportion of males in the more junior grades.

Breakdown of gender pay gap within Inspiration Trust

We have analysed this further and looked at the pay gap figures for teaching staff and support staff separately. 

Although we have a majority of females in the junior pay grades, we also have a majority of women in the upper leadership grades. Across Inspiration Trust female employees account for 58% of all Assistant Principal, Vice Principal, and Principal posts. The Trust senior leadership team consists of 80% female employees including the chief executive.

Supporting statement

I can confirm that the above information has been prepared from our payroll data from the snapshot date of March 31, 2018 and fairly represents the gender pay gap information for Inspiration Trust.

Adrian Ball
Chief operating officer

March 2017

Inspiration Trust is an equal opportunities employer. We support the fair treatment of all staff, irrespective of gender through our transparent recruitment, pay, and professional development processes.                                          

The trust has 890 employees. 290 (28%) are male and 643 (72%) are female. We are a flexible employer and a number of our employees take up this flexibility with 13% of male employees and 35% of female employees choosing to work part time.

Mean pay gap

Median pay gap

Lower quartile

Middle lower quartile

Middle upper quartile

Upper quartile

% of employees receiving a bonus

Mean bonus pay gap

Median bonus pay gap

17.8% lower for females

17.6% lower for females

86.4% F

13.6% M

67.1% F

32.9% M

71.8% F

28.2% M

63.4% F

36.6% M

0.77% F

4.04% M

1.77% lower for females

30.4% lower for females

We use pay scales for all teaching staff that are aligned to the School Teachers Pay and Conditions Document (STPCD) which is reviewed on an annual basis. For non teaching staff we use pay scales set by the National Joint Council for Local Government Services (NJC). Staff move through the pay scales for their grade based on a thorough and robust performance management process, meaning earnings are determined by performance outcomes, irrespective of gender. Bonus payments are awarded to Principals and senior members of support staff and are determined by the outcome of performance management processes.

We have a higher proportion of females in every quartile, including the upper. This illustrates that the overall pay gap is as a result of a low proportion of males in the more junior grades.

Breakdown of gender pay gap within Inspiration Trust

Teaching staff

Male – 32%

Female – 68%

7.6% lower for females

6.46% lower for females

71% F

29% M

74% F

26% M

72% F

28% M

58% F

42% M

1.3% F

4.1% M

2.56% lower for females

22.73% lower for females

Non teaching staff

Male – 23%

Female – 77%

16% lower for females

9.87% lower for females

82% F

18% M

81% F

19% M

75% F

25% M

69% F

31% M

0.3% F

3.9% M

19.5% lower for females

22.7% lower for females

We have analysed this further and looked at the pay gap figures for teaching staff and support staff separately. The pay gap reduced when split into groups within the same pay grading systems.

Although we have a majority of females in the junior pay grades, we also have a majority of women in the upper leadership grades. Across Inspiration Trust female employees account for 56% of all Assistant Principal, Vice Principal, and Principal posts. The Trust senior leadership team consists of 80% female employees including the Chief Executive Officer.

Supporting statement

I can confirm that the above information has been prepared from our payroll data from the snapshot date of March 31, 2017 and fairly represents the gender pay gap information for Inspiration Trust.

Adrian Ball
Chief operating officer