Page 2 - Gender Pay Gap Report 2020
P. 2
Gender
Male Female
Number Percentage
5 6.5% 4 1.0%
DCAT GENDER PAY GAP REPORT 2020
The Diocese of Chichester Academy Trust (DCAT) as an employer is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, to demonstrate how large the pay gap is between our male and female employees. We publish these results on our own website by 31 March each year.
We use these results to assess:
the level of gender equality in our workplace
the balance of male and female employees at different levels
how effectively talent is being maximised and rewarded
The overall gender pay gap is defined as the difference between the mean (average) or median
(actual midpoint) hourly rate of pay of male and female employees.
Mean gender pay gap
The difference between the mean hourly rate of pay that male and female full pay relevant employees receive is 21.7%.
The mean hourly pay is the average hourly wage across the entire organisation, so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s hourly wage.
Median gender pay gap
The difference between the median hourly rate of pay that male and female full pay relevant employees receive is 29.3%.
The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle; so the median gender pay gap is the difference between woman’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man)
Mean and median bonus gap
The difference between the mean bonus gap is 49.8& The difference between the median bonus gap is 0.0%
The proportion of males and females in each quartile pay band
As displayed in the following table, DCAT has a much higher proportion of women in all quartiles. This is in common with the education sector nationally.
The lower and upper hourly pay for each band is included for clarity.
Lower Quartile 1
Male 11.9% Female 88.1%
Lower Middle Quartile 2
15.5% 84.5%
Upper Middle Quartile 3
12.1% 87.9%
Upper Quartile 4
27.0% 73.0%
