Gender Pay Gap Data

The gender pay gap (GPG) in the Drapers’ Multi-Academy Trust can be partly attributed to the higher take up of appointments/positions in Trust schools by female staff who seek part-time or more flexible working and/or a support staff roles work attracting a lower salary.  The Trust attracts a higher proportion of its workforce from the local community.  These tend to be female applicants looking for term time flexible contracts, often to match childcare responsibilities, whether this is by choice or circumstance.

The workforce of the Trust is made up of leadership and management, teaching and support staff positions.  Salaries are paid in accordance with the nationally agreed terms and conditions of service for both teaching and support staff.  The Greater London Provincial Council (GLPC) Job Evaluation Scheme is used to evaluate support staff roles.  This ensures that men and women, who undertake the same job, or similar jobs of equal value, are remunerated on an equal basis.  Whilst our data is not as equal as we would like, this is not because of paying men and women different rates of pay for undertaking the same or similar role.

The Trust employs significantly higher number of women in all pay quartiles reflecting around four females to every male member of staff.  Our data has remained broadly unchanged with around 50% of male employees within the top quartiles, whilst only around 20% of female employees within these groups. The 2021 data shows 73% of male employees within the top two quartiles (Q1 and Q2), compared to 44% for female employees.  The remaining male employees, 27%, are within Q3 and Q4, compared to 49% of female employees.  The Median rate has also remained broadly unchanged over the last three years. Since reporting began in 2018, the overall number of male employees has remained constant, within a range of 60 to 70. The Trust recognises that salaries are now more top-heavy, in relation to hourly pay for male employees, than in earlier reporting years.

To gain a better balance and to begin to close the gap, the Trust will need to attract and recruit more male staff in the lower quartiles and more female staff in the upper quartiles. The Trust will look to undertake further equality & diversity and unconscious basis training to support the recruitment process. The Trust will also look to see what can actions can be put in place to encourage underrepresented groups to apply for future Trust vacancies.  It should be, however, noted that the Trust’s data is broadly similar with other educational Trust’s, as they also contend with certain posts being more attractive to prospective female applicants.

The Trust continues to be committed to addressing the gender pay gap and wants to continue to analyse why the gender pay gap exists and what action can be taken to ensure that any gender pay gap is reduced or eliminated.

It is the aim of the Trust to update this narrative before 31 March 2023.

Bushra Nasir

Chief Executive Officer

March 2022


Drapers' MAT 2021 Gender Pay Gap Data

Snapshop date: 31 March 2021

Difference in mean hourly rate of pay 26.4%

Difference in median hourly rate of pay 45.9%

Difference in mean bonus pay 0% - No bonuses paid

Difference in median bonus pay 0% - No bonuses paid

Percentage of employees who received bonus pay: 0% - No bonuses paid

Employees by Pay Quartile

Upper quartile: Male 37.8% Female 62.2%

Upper middle quartile: Male 23% Female 77%

Lower middle quartile: Male 16.2% Female 83.8%

Lower quartile: Male 7% Female 93%


Drapers' MAT 2020 Gender Pay Gap Data

Snapshop date: 31 March 2020

Difference in mean hourly rate of pay 25%

Difference in median hourly rate of pay 46.5%

Difference in mean bonus pay 0% - No bonuses paid

Difference in median bonus pay 0% - No bonuses paid

Percentage of employees who received bonus pay: 0% - No bonuses paid

Employees by Pay Quartile

Upper quartile: Male 37% Female 63%

Upper middle quartile: Male 22% Female 78%

Lower middle quartile: Male 15% Female 85%

Lower quartile: Male 10% Female 90%


Drapers' MAT 2019 Gender Pay Gap Data

Snapshop date: 31 March 2019

Difference in mean hourly rate of pay 24.9%

Difference in median hourly rate of pay 45%

Difference in mean bonus pay 0% - No bonuses paid

Difference in median bonus pay 0% - No bonuses paid

Percentage of employees who received bonus pay: 0% - No bonuses paid

Employees by Pay Quartile

Upper quartile: Male 40% Female 60%

Upper middle quartile: Male 11% Female 89%

Lower middle quartile: Male 15% Female 85%

Lower quartile: Male 11% Female 89%


Drapers' MAT 2018 Gender Pay Gap Data

Snapshop date: 31 March 2018

Difference in mean hourly rate of pay 22.1%

Difference in median hourly rate of pay 21.4%

Difference in mean bonus pay 300%

Difference in median bonus pay 300%

Percentage of employees who received bonus pay: Male 0.2% Female 0.1%

Employees by Pay Quartile

Upper quartile: Male 39.7% Female 60.3%

Upper middle quartile: Male 17.8% Female 82.2%

Lower middle quartile: Male 20.5% Female 79.5%

Lower quartile: Male 6.9% Female 93.1%


Drapers' MAT 2017 Gender Pay Gap Data

Snapshop date: 31 March 2017

Difference in mean hourly rate of pay 19.8%

Difference in median hourly rate of pay 16.7%

Difference in mean bonus pay 46.4%

Difference in median bonus pay 46.4%

Percentage of employees who received bonus pay: Male 2.6% Female 0.7%

Employees by Pay Quartile

Upper quartile: Male 33.8% Female 66.2%

Upper middle quartile: Male 16.2% Female 83.8%

Lower middle quartile: Male 23% Female 77%

Lower quartile: Male 6.8% Female 93.2%

Full details of the Drapers' Multi-Academy Trust Gender Pay Gap Report can be found here.

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