Gender Pay Gap

The Northern Schools Trust, along with its board of Trustees, is dedicated to fostering equality of opportunity and choice for employees and upholds the fair treatment of all staff, regardless of gender, through transparent recruitment procedures, equitable pay policies, and continuous professional development. We take pride in our gender-balanced workforce and understand that diversity and equal opportunities at every career stage are fundamental to delivering a high-quality educational experience for our students and their families. This commitment is integral to the successful operation of our thriving multi-academy trust.

Our commitment to gender equality is reflected in our practice of paying male and female staff equally for the same job role. However, due to a larger proportion of female staff occupying lower-paid positions, there remains a disparity between the "average" hourly rates of pay for male and female employees. It's important to note that the gender pay gap is influenced by workforce distribution and composition rather than direct pay discrepancies.

The Northern Schools Trust actively supports its staff with various family-friendly initiatives, including part-time and flexible working arrangements. While progress has been made, we acknowledge there is always room for improvement, and as a trust, we are fully dedicated to driving positive change for our staff teams and the students we serve.

Dr Geoff Wainwright, Chair of Governors

“Gender is not something that defines a person’s capability in the workplace, their experience, commitment, knowledge and passion do. As such, we value people for the job they do, not their gender, and remain committed to a culture of equity and equality throughout our Trust.”

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; it will not involve publishing individual employee’s data.

We are required to publish the results on our own website and a government website.

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.

Gender Pay Gap

“Gender is not something that defines a person’s capability in the workplace, their experience, commitment, knowledge and passion do. As such, we value people for the job they do, not their gender, and remain committed to a culture of equity and equality throughout our Trust.”

We can use these results to assess:

Why do schools have a Gender Pay Gap?