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Gender Pay Gap & Equality

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Gender Pay Gap Data

The Data

The Equality Act 2010 (Special Duties and Public Authorities) Regulations 2017 applies to a list of ‘specified public authorities’ including colleges. This included a duty for colleges with more than 250 employees to publish data on gender and pay. Below is the gender pay gap report for Trafford College and The Trafford College Group. 

USEFUL downloads
Gender Pay Gap report 2020-21

How We Are Reducing the Gender Gap

Support returning to work following maternity

Continuing to ensure that support for women returning to work following periods of maternity leave e.g. job share, and other flexible options

Flexible working

Encouraging men to take advantage of flexible working arrangements in relation to caring responsibilities and paternity

Reviewing Policies

By further reviewing our family friendly policies we can enable our staff to balance their career with life outside work, providing the culture and support needed.

Promoting roles and opportunities

Enhance the College’s employer brand by promoting male dominated roles e.g. IT, technical and professional roles, with a view to attracting more female candidates

Career progression

Following our merger we provide a wider range of career progression and working patterns across the combined Trafford College Group

Mentoring

Providing mentoring opportunities for women returning from maternity leave

Useful Information

The vast majority of organisations have a gender pay gap and we are pleased to be able to say that The Trafford College Groups’ compares favourably with that of other organisations within our sector and our economy as a whole.

The median gender pay gap for the whole economy (according to the October 2018 ONS ASHE figures) is 17.9% and for the FE sector 15.7%. At 11.6%, The Trafford College Groups’ median gender pay gap is, therefore, significantly lower than that of the sector and the whole economy.

While The Trafford College Group’s gender pay gap compares favourably with that of organisations across the sector as well as the whole UK economy, this is not a subject about which The Trafford College Group is complacent, and is committed to doing everything it can to reduce the gap.

The Trafford College Group is committed to reducing the gender pay gap through:

  • Having ‘Family friendly’ policies and procedures in place and made known to all staff which encourages both male and female employees to discuss flexible working arrangements which will not inhibit career progression.
  • Equality and Diversity training is a mandatory for all staff as well as there being a requirement for all staff at the College to undergo refresher training every 3 years to reinforce the organisations ‘zero tolerance’ approach to gender bias and promotion of equal opportunity.
  • Continuing to ensure that support for women returning to work following periods of maternity leave e.g. job share, and other flexible options;
  • Encouraging men to take advantage of flexible working arrangements in relation to caring responsibilities;
  • Enhance the College’s employer brand by promoting male dominated roles e.g. IT, technical and professional roles, with a view to attracting more female candidates;
  • Developing a wider range of career progression and working patterns across the Trafford College Group;
  • Rigorous over sight by the HR function at The Trafford College Group to ensure there is no gender bias in any recruitment and selection or career promotion process.