Employee Salary Information

employee salary information.pdf

Gender Pay Gap Reporting

At Eastbury Community School, we are committed to fostering an inclusive and equitable workplace where all staff members, regardless of gender, have equal opportunities to thrive and progress in their careers. Our workforce consists of 75% female and 25% male staff, with a total headcount of 244.

Our teaching staff, who make up 60% of our workforce, are paid according to the School Teachers’ Pay and Conditions Document (STPCD), while 40% of our associate staff are paid under the National Joint Council (NJC) Terms and Conditions. These national frameworks ensure structured pay scales and progression opportunities for all employees.

Our gender pay gap data shows that the mean hourly rate for male employees is 14.88% higher than for female employees, while the median hourly rate is 19.52% higher. These figures reflect structural factors rather than unequal pay for equal work.

Understanding Our Gender Pay Gap

The gender pay gap at Eastbury Community School is influenced by several key factors:

• Workforce Composition: With a predominantly female workforce (75%), we see a larger proportion of women in both teaching and associate staff roles.
• Role Distribution: A significant number of female employees hold positions in associate staff roles, which are generally lower-paid compared to senior teaching positions.
• Leadership Representation: While we are committed to supporting career progression, historical trends in education have seen a higher proportion of male employees in leadership roles, which can contribute to a higher mean and median pay gap.

Our Commitment to Closing the Gap

We recognize the importance of addressing gender pay disparities and are actively working towards reducing our gender pay gap through the following initiatives:

1. Supporting Career Progression: We encourage and support female staff in pursuing leadership opportunities through targeted professional development and mentoring programs.
2. Fair and Transparent Recruitment: Our recruitment processes ensure equal access to roles at all levels, promoting diversity in leadership positions.
3. Flexible Working and Wellbeing Initiatives: We are committed to creating an environment that supports work-life balance, making it easier for all staff members to progress in their careers.
4. Regular Pay and Policy Reviews: We continue to monitor pay structures to ensure fairness and equity across all roles.

While our gender pay gap reflects sector-wide challenges, Eastbury Community School remains dedicated to continuous improvement. By fostering an environment of fairness, opportunity, and professional growth, we aim to narrow the gap and ensure that all employees are valued and rewarded equitably.

Gender Pay Gap Reporting as at 31 March 2023 

The Gender Pay Reporting is to comply with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This report is based on all employees on the payroll records as at 31 March 2023. 

Please follow the link below for the relevant data: