Nottingham College is legally obliged to publish an analysis of its pay by gender.
Scope and Context
A gender pay gap report is requested under the The Equality Act (Gender Pay Gap Information) Regulations 2017 which requires organisations with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees for the preceding 12-month period.
It is important to note that gender pay gap reporting is not the same as an equal pay audit, rather it reflects the roles that men and women are employed in and their density across the workforce. Equal pay is the legal right of men and women to be paid at the same rate for like work, work rated as equivalent, and work of equal value. A gender pay gap analysis compares the average earnings (mean and median) of all women and all men across the College’s workforce. A negative percentage indicates that the average pay for women is higher than for men. A positive percentage indicates that the average pay for men is higher than for women.
This report outlines Nottingham College’s gender pay gap at the snapshot date of 31 March 2022. Nottingham College Services did not have 250 employees on 31 March 2022 and therefore no report is required for this organisation.
The following information is required to fulfil the duties placed on public sector organisations to report on the gender pay gap:
- Average gender pay gap as a mean average
- Average gender pay gap as a median average
- Average bonus gender pay gap as a mean average
- Average bonus gender pay gap as a median average
- Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- Proportion of males and females divided into four groups ordered from lowest to highest pay
The College is required to publish the data on its own website and the Government website by 30 March 2023 based on the calculation date of 31 March 2022. The figures have to be calculated using the standard methodologies set out in the Equality Act (Gender Pay Gap Information) Regulations 2017.
Nottingham College Statement on Published Data
Nottingham College has a greater proportion of female staff compared to male staff in the lower quartiles. Many of these roles are part time and are traditionally occupied by women. It is for this reason that the average pay for male employees is higher than the average pay for female employees.
Nottingham College has more female staff employed across all quartiles which illustrates that opportunities are available to both males and females.
Nottingham College is committed to monitoring the profile of males and females within the lower quartile and the College’s Equality, Diversity & Inclusion Committee will look for opportunities to address the gender pay gap on an on-going basis.
We are confident that men and women are paid equally for doing equivalent jobs across our business. We continue to take action to address any gaps and to make sure our policies and practices are fair.
The College has in place a number of measures to help address the gender pay gap, including:
- Flexible Working – part time, term time only, hybrid working
- Café Connections — including menopause, carers and new parents
- Leadership Programme Development
- Coaching and mentoring support for leaders
- Mentoring for ELT
- Enhanced Maternity / Paternity / Adoption Pay
The College continues to employ a large number of part time staff, around 46% of the workforce is part time, and currently around 76% of these part time employees are women. It remains that women in particular look for flexibility in their work arrangements and are often drawn to organisations offering part-time working. This may be due to caring or other responsibilities.
Nottingham College Gender Pay Gap results at 31 March 2021
- The mean gender pay gap was 10.0%
- The median gender pay gap was 0.95%
- The mean bonus gender pay gap was 21.1%
- The median bonus gender gap was 29.2%
- The proportion of men receiving a bonus was 0.85% and females was 1.43%
Pay Quartiles
Table 1: Percentage of males and females by pay quartile at Nottingham College as at 31st March 2021
| Quartile | Males | Females | Description |
|---|---|---|---|
| 1 (lowest) | 28% | 72% | Includes all employees whose standard hourly rate places them at or below the lower quartile |
| 2 | 29% | 71% | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
| 3 | 43% | 57% | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
| 4 (highest) | 45% | 55% | Includes all employees whose standard hourly rate places them above the upper quartile |
Prior Consultation and Key Issues
The majority of organisations report having a gender pay gap. In terms of the college, our analysis shows a mean gap of 10.0%, this is 0.6% lower than the last reporting period (10.6%) to 31 March 2021. Conversely the median gender pay has increased by 0.85% from 0.1% to 0.95%.
The College’s workforce is predominantly female, on the snapshot date of 31st March 2023 used for gender pay gap reporting, 63.75% of staff were female. At Nottingham College females are in the majority across all quartiles. The percentage of females decreases from quartile one at 72% down to 55% in quartile four, while males increase from 28% in quartile one to 45% in quartile four.
Conclusion
Nottingham College has a greater proportion of female staff compared to male staff in the lower quartiles. Many of these roles are part time and are traditionally occupied by women. It is for this reason that the average pay for male employees is higher than the average pay for female employees.
Nottingham College has more female staff employed across all quartiles which illustrates that opportunities are available to both males and females.
Nottingham College is committed to monitoring the profile of males and females within the lower quartile and the College’s Equality, Diversity and Inclusion Committee will look for opportunities to address the gender pay gap on an on-going basis.
We are confident that men and women are paid equally for doing equivalent jobs across our business. We continue to take action to address any gaps and to make sure our policies and practices are fair.
You can read previous Gender Pay Gap Statements here.
