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Freedom of Information - 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 is published on the government’s website, shows that:

  • AfC’s mean pay gap is -3.89% (in favour of women). The mean gender pay gap has moved to favour women slightly more since the previous reporting period, April 2022 (-2.32%).
  • The percentage of women in the upper quartile is 82.7%, compared to 82.1% in 2022.

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)

Gender pay gap report 2023