Gender Pay Gap Reporting

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The Cabot Learning Federation (CLF) recognises that having a diverse workforce continues to be vital to its success. At the core of our purpose is creating equity of opportunity by promoting inclusion and removing disadvantage, which is relevant when reviewing our gender pay gap.  We aim to ensure the fair treatment of all staff irrespective of gender through transparent recruitment processes, a clear and transparent pay policy and professional development available to all and are committed to addressing potential barriers to achieving equality. The gender pay gap data will facilitate on-going organisation wide conversations with senior leaders regarding the gender pay gap data, the associated conclusions and what meaningful actions can be taken.

The CLF gender pay gap is against a background of a 75% female workforce.   We employ a greater proportion of women than men across all quartiles. The numbers of women are a majority in the lower quartiles which in part reflects the nature of these roles and is consistent with wider occupational segregation in society.

The value of this data is in the questions it raises and the subsequent actions we take as a Federation. These statistics provide a valuable means for us to continue to challenge our equality and diversity agenda. It is encouraging to see that our actions are making a difference but appreciate there is still more we need to do.

The 2021 data compared to the previously reported 2020 data provides positive indicators in respect of:-

  • An increase in the % of females within the upper pay quartile from 63.2% to 65.49%
  • A reduction in the % of females within the lower pay quartile from 84.3% to 82.52%
  • A reduction in the mean gender pay gap from 22.4% to 21.3%

In addition, and whilst not a reportable indicator 70% of the Executive Team are currently women.

The CLF remains committed to continuing to reduce its gender pay gap through:-

  • Continuing to make gender equality a key component of our equality, diversity and inclusion agenda and strategic plan.
  • Assessing the gender impact of all new CLF policies and organisational change projects via equality impact assessments.
  • Completing the implementation of a job evaluation system which will ensure consistently competitive salaries across the Federation. We are currently implementing this for our Academy based administration roles which will see an increase in pay for a large number of staff who are predominantly women.
  • Succession planning which includes identifying talented female colleagues who are either ready now or ready with development for their next role. Continuing to maximise and encourage development and progression opportunities for all employees, regardless of gender and monitoring uptake.
  • Reviewing and refreshing our attraction strategy and to explicitly state where we are under-represented, and to monitor applications, shortlisting and appointments by gender to measure the impact.
  • Promoting flexible working in our leadership roles by offering part-time working where possible and exploring the option of job-share or other forms of flexibility and continuing to provide support to women returning to work from maternity leave through a range of flexible options.

Rachel Mylrea
HR Director | Cabot Learning Federation | March 2022

Gender Pay Gap Report 2022

Gender Pay Gap Report 2021

Gender Pay Gap Report 2019

Gender Pay Gap Report 2018