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Gender pay gap in our Trust

Osborne Co-operative Academy Trust as an employer is required by law to carry out Gender Pay Gap Reporting in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

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.

Work on removing the Gender Pay Gap

We are committed to improving our Gender Pay Gap. We have used the Apprenticeship Scheme in the previous year to improve this. As of 31st March 2022, nine Osborne Co-operative Academy Trust employees were enrolled on apprenticeship training schemes, in a range of qualifications including IT, Learning Support and Teaching. Whilst this is increased from 2020/2021, we are committed to increasing this number moving forward for 2023.

We are continuously updating our guidance and policies to ensure those returning from maternity/adoption leave feel supported and welcomed. Our flexible working policy is widely used and allows staff to continue to work in upper quartile roles, with the flexibility to support a family-friendly approach. Both female and male staff have had the opportunity to be employed in leadership positions on a part-time contract when they have requested it.

We provide a consistent approach to professional development opportunities which are linked to robust professional development procedures, organisation strategy and individual aspirations. We do not operate performance-related pay, which provides equal opportunities to all staff to progress through the nationally recognised pay scales.

Please read our gender pay gap data review documents below.

Gender pay gap data review documents