Duty to Publish Annual Information Relating to Pay  

(a)the difference between the mean hourly rate of pay of male full-pay relevant employees  and that of female full-pay relevant employees; No pay difference  

(b)the difference between the median hourly rate of pay of male full-pay relevant employees  and that of female full-pay relevant employees; No pay difference 

(c)the difference between the mean bonus pay paid to male relevant employees and that paid  to female relevant employees; No pay difference 

(d)the difference between the median bonus pay paid to male relevant employees and that  paid to female relevant employees; No pay difference – no bonus paid to any gender  

(e)the proportions of male and female relevant employees who were paid bonus pay (see  paragraph 12); Not applicable – no bonus paid to any gender  

(f)the proportions of male and female full-pay relevant employees in the lower, lower middle,  upper middle and upper quartile pay bands (see below).  

The proportions of male and female full-pay relevant employees in the lower, lower middle,  upper middle and upper quartile pay bands is to be determined as follows.  

Step 1 

Determine the hourly rate of pay for each full-pay relevant employee and then rank those  employees in order from lowest paid to highest paid.  

Step 2 

Divide the employees, as ranked under Step 1, into four sections, each comprising (so far as  possible) an equal number of employees, to determine the lower, lower middle, upper middle  and upper quartile pay bands. 

Step 3 

The proportion of male full-pay relevant employees within each quartile pay band must be  expressed as a percentage of the full-pay relevant employees within that band as follows— 

As there is currently only 1 male member of staff in school the formula for the upper quartile  range = 1/7 x 100 = 14.29.  

Over the past 3 years, we have had 1 member in the upper quartile band, 1 member is the  next highest quartile band and 1 member in the lowest quartile band. All formulas are the  same and equal to 14.29 per band.  

Public Sector Equality Duty  

We welcome our general duty under the Equality Act 2010 to have due regard to the need to  eliminate discrimination; to advance equality of opportunity; and to foster good relations.  

The 3 main areas of the Public Sector Equality Duty are;  

1. Eliminate unlawful discrimination, harassment and victimisation - over the past 3  years there have been no complaints on this.  

  • We are a Stonewall School (Bronze Level) and completed a case study on  bullying, stereotypes and gender  
  • There have been zero complaints to school, governing body or trade unions  in any of these areas  
  • All staff are invited to staff meetings and staff are all encouraged to lead on  areas to make improvements around school  

2. Advance equality of opportunity between different groups - over the past 3 years  there have been promotional opportunities for staff including assistant headship,  threshold teachers, ATA to HLTA and the opportunity of a wide variety of training.  

  • Staff training – including MA work, National SENCo Qualification, NPQSL,  NPQML, HLTA training, Intervention Manager Strategies and lost more  ensure that staff can undertake training relevant to them and be able to make  advancements within school  

3. Foster good relations between different groups - over the past 3 years there have  been no complaints on this and we actively foster good relationships in our school  community at all times. 

  • All staff are treated equally and school has a really nice feel as we are all one  big family  
  • Staff that have are part of the 9 protected characteristics are all treated  equally and fairly in our school. The 9 protected characteristics are;  

1. Age  

2. Disability  

3. Gender Reassignment  

4. Marriage and Civil Partnership  

5. Pregnancy and Maternity  

6. Race  

7. Religion or Belief  

8. Sex  

9. Sexual Orientation  

Reviewed autumn 2021  

To be reviewed autumn 2022