Gender Pay Gap Report: March 2023
Statement
East Durham College is a general Further Education College located in the North East of England. The College has three campuses, two of which are in Peterlee and one of which is located just outside of Durham City Centre.
East Durham College has 504 full-pay relevant employees at the time of publication of this report. East Durham College is committed to the principles of Equality and Diversity and to offering high quality, inclusive and accessible employment opportunities across all sectors of the local and regional community and further afield.
The College recognises that there are many factors that may influence the difference in pay rates across the population, including the choices that employees may make in relation to the type and hours of work that they chose to undertake. The College seeks to understand the driving forces behind any gender pay or bonus gaps that are identified in respect of its workforce and strives to work toward a flexible workforce and a culture where all staff members have access to well-designed job roles, career progression, and opportunities for learning and development. The College will continue to recognise and to accommodate where operationally feasible, flexible working patterns that suit the individual circumstances of employees and to provide a comprehensive package of employee benefits and support for all staff.
Purpose
Gender pay reporting legislation requires employers with 250 or more employees to publish particular statutory calculations every year including the gender pay gap and gender bonus gap as average figures across the College as a whole.
Gender Pay Information
Gender pay information – publication for the period ending 30th March 2022
Mean gender pay gap
The mean gender pay gap is 4.3%.
Median gender pay gap
The median gender pay gap is 7.7%.
Organisation’s pay distribution
The proportion of males and females in each quartile of the organisation’s pay distribution:
| Organisation’s pay distribution | Women | Men |
|---|---|---|
| Lower: | 77.8% | 22.2% |
| Lower Middle: | 67.5% | 32.5% |
| Upper Middle: | 70.6% | 29.4% |
| Upper: | 57.1% | 42.9% |
Mean bonus gender pay gap
The mean gender bonus gap is 0%.
Median bonus gender pay gap
The median gender bonus gap is 0%.
Proportion of males and females receiving a bonus payment
The proportion of male relevant employees in receipt of a bonus is 0%
The proportion of female relevant employees in receipt of a bonus is 0%
Summary and Conclusions
This report incorporates the published gender pay gap figures for East Durham College, in accordance with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
The gender pay gap that is demonstrated can be explained through analysis of the workforce profile within the organisation.
There are a higher proportion of females than males in employment at East Durham College across all quartiles. However, the proportion of male employees is higher in the upper quartile than in the lower quartile and there is a lower proportion of females in the upper quartile than in the lower quartile. The College believes this to be the cause of its gender pay gap.
The median gender pay gap has reduced from 9.4% to 7.7% in the period in comparison with the previous period; we believe this is due to the recruitment of a number of women into both the college management and college leadership teams.
It is considered that market forces may also have an impact within the region and the sector, as hard to recruit fields such as engineering, which may attract enhanced salary rates (including Market Rate Supplements) tend to remain male dominated, a gender balance that is notable at the national level. The College continues to encourage and promote gender neutral recruitment to roles that may traditionally be perceived to be either male or female dominant.
At senior level, there are more females than males within the College Leadership Group and within the College Management Group. The college supports flexible working patterns at all levels with member of the College Management Group working flexibly around their personal needs.
The College will continue to take action to assess the impact of its policies and practices on its gender pay gap and take action, as appropriate, to maintain and if possible, improve its gender pay gap position. This will include continued work to ensure that the flexible working practices available within the organisation reflect the choices available to families and to allow access to patterns which benefit both genders