King’s Group Academies Gender Pay Gap Report
Summary
In line with statutory requirements, KGA takes a snapshot of average pay for women and men employed by the Trust each year. For this report we are looking at hourly rates as at 31 March 2024
We compare both the median and mean hourly pay, reviewing the gender distribution by pay levels and any one off payments made to colleagues. When the snapshot was taken the distribution of employees was 78.8% women and 21.2% men. This represents a small increase in the proportion of men employed by the Trust which we view as positive given that Education is generally a female dominated profession.
Our full gender pay report includes a supporting narrative with analysis of the data.
Pay Gap Report
In 2024 King’s Group Academies employed 615 women and 178 men.
The mean/median hourly rates and gender pay gap were:
|
|
Women |
Men |
Gender Pay Gap |
|
2024 Mean Hourly Rate |
£22.38 |
£27.20
|
22%
|
|
Median Hourly Rate
|
£14.23 |
£25.40 |
79% |
Our mean gender pay gap has stayed steady since last year and decreased since 2022, whilst the median gap has increased. The trends can be seen in the next table reflecting that male colleagues are more likely to be employed in senior roles whilst female colleagues occupy roles across all pay grades. The national pay award for teaching colleagues for this year has therefore been a contributory factor in increasing the median hourly rate.
|
|
2019 |
2020 |
2021 |
2022 |
2023 |
2024 |
|
mean |
28% |
28% |
36% |
29% |
22% |
22% |
|
median |
53% |
58% |
61% |
61% |
68% |
79% |
The table below shows our pay distribution across all employees alongside historical distributions. These show that women continue to be the majority of upper quartile and upper middle earners and that this is broadly consistent with the proportion of women that we employ across the Trust. The distributions do also show an overall increase in the number of men employed at all levels.
|
Upper Quartile 2024 – 71% women : 29% men 2023 – 72% women: 28% men 2022-72% women : 28% men 2021 -71% women : 29% men 2020 – 81% women : 19% men 2019 – 76% women : 24% men
|
Upper Middle Quartile 2024 – 72% women : 28% men 2023 – 75% women: 25% men 2022 - 74% women: 26% men 2021 – 77% women: 23% men 2020 – 78% women : 22% men 2019 – 78% women : 22% men |
|
Lower Middle Quartile 2024 – 85% women : 15% men 2023 – 85% women: 15% men 2022- 80% women : 20% men 2021 – 81% women : 19% men 2020 – 97% women : 3% men 2019 – 95.5% women : 4.5% men
|
Lower Quartile 2024 – 83% women : 17% men 2023 – 84% women: 16% men 2022 -99% women : 1% men 2021 – 95% women : 5% men 2020 – 97% women: 3% men 2019 – 95.5% women : 4.5% men
|
As an organisation, we employ staff in multiple career pathways and job categories and we understand the influence that different job types and contractual terms have on our patterns of pay and employment. For example, calculations for hourly rates are significantly different for these two categories with teachers’ pay being calculated on the basis of 1265 hours per year while for support colleague roles are calculated across 1924 hours a year, artificially inflating teachers’ hourly rates.
We employ a large body of auxiliary staff[1] who are essential to the overall running of our academies. However, these roles are, by necessity, part time and term time. Professional leadership and teaching staff, most of whom work full time, fall into the top two quartiles. The lower quartile pay rates are showing an increase in the proportion of men employed suggesting a possible shift in gender norms for these types of roles, however they are still dominated by women colleagues.
As an employer we very much value our essential staff and seek to provide fair and equitable pay for the work they do. All employees are therefore paid a salary that is set within a published and benchmarked incremental scale that is set against a fair living wage. We are also proud to offer flexible employment opportunities that attract candidates from within our local communities. However, we are also aware that societal influences define our candidate market as being primarily female and this inevitably compounds our gender pay gap.
Bonus payments
Our core pay policies do not contain facilities for bonus payments.
[1] E.g. cleaning, catering, administration