Gender Pay Report

Last updated 18/03/2020

Introduction

Aspire Sussex Ltd (Aspire) is an Adult Education Charity that plans, promotes and delivers adult education across Sussex and the Hampshire Borders to enable people to achieve their aspirations, whatever their starting point, and inspire them to learn, enjoy their lives and achieve their goals,.

Aspire recognises the positive benefits of having a diverse workforce and is committed to providing equality of opportunity for all staff. Aspire is equally committed to ensuring that its organisational and professional values are embedded into all its working practices, including its employment practices.

Aspire offers flexible working arrangements to its employees to enable them to have a healthy work life balance. This includes part-time working, job-sharing and term time working, which, among other benefits, can help attract new talent into the organisation.

Aspire has a Trustee Board of seven, of whom three are currently women

We have a Senior Management Team of six, of whom five are women

The Difference between the Gender Pay Gap and Equal Pay

The Gender Pay gap is a measure of the difference between the average hourly earnings of men and women, irrespective of role or seniority, expressed as a percentage of the hourly pay rate of male employees and reported on a mean (average) basis and median (middle point) basis.

In contrast and Equal Pay issue can arise where one gender is paid less than the other for performing the same of comparable work. Since 1970 UK law has stipulated that men and women in the same employment performing equal work must receive Equal Pay.

Gender Pay Gap Report for the snapshot date of 5th April 2019

The Gender Pay Gap regulations came into force in April 2017. The regulations mean that all employees with 250 or more employees are required to report their gender pay gap on an annual basis. As at the snapshot date of 5th April 2019, Aspire Sussex had 287 employees of which 237 (82.58%) were female and 50 (17.42%) were male.

In line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, set out below are Aspire’s pay rates for women and men.

Mean gender pay gap 4.97% Median gender pay gap 10.44%

The mean gender pay gap nationally for all employees as reported by the Office for National Statistics in October 2019 is 16.2%.

The median gender pay gap nationally for all employees as reported by the Office for National Statistics in October 2019 is 17.3%.

Nationally within the education sector, the mean gender pay gap, as reported by the Office for National Statistics, is 17% and the median is 25.4%

The percentage of women and men employed in different pay quartiles at Aspire is as follows. This means that our total pay scale, from highest to lowest, has been divided into four and we have reported on the number and percentage of women and men in each quartile. The proportion of each gender in each quartile pay band was as follows:

Quartile Number of Employees per Quartile Number of Female Staff % of Female Staff Number of Male Staff % of Male Staff
Upper 71 57 80.3% 14 19.7%
Upper Middle 72 56 77.8% 16 22.2%
Lower Middle 71 62 87.3% 9 12.7%
Lower 73 62 84.9% 11 15.1%
Totals 287 237 82.58% 50 17.42%

These results reflect the fact that we employ more women than men at every level across Aspire and, having a predominately-female workforce means that even small variations can have a noticeable impact on our gender pay gap. In the lower two quartiles the balance of our workforce in 2019 was around 84% female to around 14% male. In the upper two quartiles, the balance was around 79% female to 21% male. This shows that, even though the upper quartiles remain majority female, the increase in the proportion of males in higher earning roles results in Aspire’s gender pay gap.

We are also required to report on bonus pay rates. Aspire does not pay bonuses to staff.


I can confirm that the data contained in this report is accurate and that Aspire’s gender pay gap has been calculated in accordance with mandatory requirements.

Robyn Kohler Chief Executive Officer

Gender Pay Gap Report for the snapshot date of 5th April 2018

The Gender Pay Gap regulations came into force in April 2017. The regulations mean that all employees with 250 or more employees are required to report their gender pay gap on an annual basis. As at the snapshot date of 5th April 2018, Aspire Sussex had 245 employees of which 197 (80.41%) were female and 48 (19.59%) were male. Aspire decided to voluntarily report its Gender Pay Gap as follows:

Mean gender pay gap 2.5%
Median gender pay gap 10.5%

Since our first report as at the snapshot date of April 2017, our mean gender pay gap has decreased from 7.2% to 2.5%, however our median gender pay gap has slightly increased from 10.2% to 10.5%

The percentage of women and men employed in different pay quartiles is as follows. This means that our total pay scale, from highest to lowest, has been divided into four and we have reported on the percentage of women and men in each quartile. The proportion of each gender in each quartile pay band was as follows:

Quartile Male Female
Upper 21.3 78.7
Upper Middle 24.6 75.4
Lower Middle 13.1 86.9
Lower 19.3 80.7

These results reflect the fact that we employ more women than men at every level across Aspire. In the lower two quartiles the balance of our workforce in 2018 was around 84% female to around 16% male. In the upper two quartiles the balance was around 77% female to 23% male. This shows that, even though the upper quartiles remain majority female, the increase in the proportion of males in higher earning roles results in Aspire’s gender pay gap.

We are also required to report on bonus pay rates. Aspire does not pay bonuses to staff.


I can confirm that the data contained in this report is accurate and that Aspire’s gender pay gap has been calculated in accordance with mandatory requirements.

Robyn Kohler
Chief Executive Officer

Gender Pay Gap Report for the snapshot date of 5th April 2017

The Gender Pay Gap regulations came into force in April 2017. The regulations mean that all employees with 250 or more employees are required to report their gender pay gap on an annual basis. As at the snapshot date of 5th April 2017, Aspire Sussex had 282 employees of which 229 (81.2%) were female and 53 (18.8 %) were male.

In line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, set out below are Aspire’s pay rates for women and men.

Mean gender pay gap 7.2%
Median gender pay gap 10.2%

Aspire’s gender pay gap is less than the national picture. The ONS reported an 18.1% gender pay gap in 2016.

The pay gap regulations also require organisations to report on the percentage of women and men employed in different pay quartiles. This means that our total pay scale, from highest to lowest, has been divided into four and we have reported on the percentage of women and men in each quartile. The proportion of each gender in each quartile pay band was as follows:

Quartile Male Female
Upper 23.9 77.1
Upper Middle 24.3 75.7
Lower Middle 15.5 84.5
Lower 12.7 87.3

These results reflect the fact that we employ more women than men at every level across Aspire. In the lower two quartiles the balance of our workforce in 2017 was around 85% female to around 15% male. In the upper two quartiles the balance was around 76% female to 24% male. This shows that, even though the upper quartiles remain majority female, the increase in the proportion of males in higher earning roles results in Aspire’s gender pay gap.

We are also required to report on bonus pay rates. Aspire does not pay bonuses to staff.


I can confirm that the data contained in this report is accurate and that Aspire’s gender pay gap has been calculated in accordance with mandatory requirements.

Robyn Kohler
Chief Executive Officer