Gender pay gap
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, public sector employers with 250 or more employees are required to publish a snapshot of their workforce data.
Our data, which has been published on the government’s website, shows that:
- 81% of our workforce are women
- 79% of the top quartile of earners are women
In comparison to our previous submission there have been some slight changes in our data capture; we believe this is a result of the Royal Borough of Windsor and Maidenhead joining the organisation.
The gender pay gap is not about equal pay for men and women. It is the difference between the average and median pay of men and women. It does not measure equal pay, which relates to what women and men are paid for the same jobs or work of equal value. In Achieving for Children equal pay is addressed through our job evaluation scheme.
The gender pay gap data required by government is a fairly simplistic indicator of a complex set of issues. Our ambition is to ensure equality of opportunity for all. We will seek to achieve this by:
- Ensuring that we demonstrate and champion our values of Empower, Respect and Trust when working with each other
- Refining and developing our attraction and recruitment processes
- Actively promoting and engaging our workforce in our wellbeing offer
- Championing our talent and leadership programmes
- Reviewing and developing our learning and development offer
- Growing and promoting our mentoring and coaching offer
- Supporting women to remain in work through our flexible working arrangements
- Ensuring that there are policies and procedures in place to support colleagues experiences health changes in work (eg menopause awareness)