Gender Pay Gap Report

Kendal College is committed to Equality, Diversity and Inclusion and has well-developed policies which support this commitment. Staff regularly receive training so that they understand their legal obligations and this is embedded in their day to day work.

As part of these legal obligations, we are publishing this data in response to our responsibilities under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which require us to report on a number of metrics as of 31st March in a given year.

The gender pay gap is the difference between the average pay (expressed as both the mean and median) of men and women expressed as a percentage and should not be confused with equal pay.

We have conducted our Gender Pay Gap analysis and our results are presented below:

Context

The evidence from the Quartiles demonstrates that women hold a large majority of our lower paid roles. With this in mind, this would clearly skew both the median and mean values for female staff in a negative fashion. This is likely to influence the mean and median wage values for female staff being lower than those of the male staff.

The Quartile analysis also shows very clearly that our higher paid roles (the top 2 quartiles) have an almost equal split between male and female staff, which is a very positive sign.

Whilst these factors do contribute to the difference in salaries, this is not to suggest that as an institution we are complacent. A complete eradication of a pay gap (with either gender being paid more) may be impossible to achieve with staff turnover and a grade band structure but we will continue to monitor the detail behind any reported figures and take action where appropriate.

Prior to publication, these figures have been reported to our Senior Management Team.