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:
- 79% of our workforce are women
- 75% of the top quartile of earners are women
- The average hourly pay for women is 1.8% lower than for men
- The median hourly pay for women is 2.2% lower than for men
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 data required by government is a fairly simplistic indicator of a complex set of issues. Our ambition is to ensure equality of opportunity for women. We will seek to achieve this by:
- Refining and developing our attraction and recruitment processes
- 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