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

The Trust remains committed to promoting equality, diversity and inclusion across all areas of our organisation. We seek to ensure all employees feel valued and supported to reach their full potential. To minimise the gender pay gap and support equitable career opportunities, we continue to focus on the following:

Transparent and Structured Pay Scales

We continue to use national pay frameworks for both teaching and support staff. This ensures consistency and fairness in pay progression, regardless of gender.

Regular Policy Reviews

Trust HR policies are reviewed in line with guidance and updates from a competent third party advisor to ensure compliance with legislation and best practice. A policy scrutiny committee has been established to ensure all policies are rigorously reviewed and challenged before they are approved by the Trust Board.

Flexible Working Arrangements

Flexible working is supported wherever possible, recognising the importance of work–life balance. This includes part-time roles, flexible retirement, and job‑sharing opportunities across support, teaching, and leadership roles.

Recruitment and Promotion Strategies

Our recruitment processes are designed to be inclusive and accessible, encouraging diverse applications and removing barriers to progression.

Career Development and Professional Growth

We operate a professional development programme, rather than performance management, to support growth at all levels. Apprenticeship opportunities have expanded across the Trust, encouraging career pathways for all employees. Notably, the Trust has attracted more men into apprenticeship roles this year, supporting greater diversity in early career routes.

Alignment with Trust Aspirations

Our revised Trust Aspirations reinforce our commitment to staff development and retention. A core element, ‘Create Opportunities’, underpins our efforts to reduce the gender pay gap by ensuring that all employees can access meaningful development, leadership opportunities, and clear progression routes.

Please read our gender pay gap data review documents below.