Page 3 - Gender_Pay_Gap_Report_2019
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DCAT GENDER PAY GAP REPORT 2019
  Gender by Quartile
         Upper Quartile 4 Upper Middle Quartile 3 Lower Middle Quartile 2 Lower Quartile 1
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% 100.0% Female Male
  Supporting Statement
The Gender Pay Gap is a high level, non-adjusted indicator of male and female earnings which is affected by workforce distribution and workforce make-up.
In common with many organisations within the education sector, the significant majority of the Trust’s workforce is female. This is particularly the case in primary phase education nationally; six of the Trust’s seven academies fall into this phase of education.
The staff breakdown for the period is:
Gender
   Percentage
     Male
   15.4%
     Female
    84.6%
      Gender
     Male
     Female
      Difference
  Percentage
      Mean
   £18.75
   £13.92
    £4.83
 25.8%
    Median
   £15.85
   £9.85
     £6.00
 37.9%
    DCAT is committed to the promotion of equality of opportunity and choice for employees and supports the fair treatment of all staff irrespective of gender through our transparent recruitment processes, pay policy and professional development.
All our teaching and support posts are aligned to nationally agreed pay scales and our male and female staff are paid within the same pay band for the same job role.
A significant number of female staff are employed in education support roles, including Teaching Assistants, Learning Support Assistants and Midday Meals Supervisors. These roles are predominantly in the lower and lower middle quartiles.
A greater number of males are employed in roles within the upper middle and upper quartiles; these roles typically include more senior support roles and teaching roles, including leadership roles.
The uneven distribution of male and female staff within the quartiles as detailed above contributes significantly towards the differences between the median average’ female hourly rate of pay and the median average male hourly rate of pay.
As in previous years, the overall pay gap reflects workforce composition rather than pay inequalities.
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