INTRODUCTION
Bromsgrove School is committed to ensuring that there is equality across the organisation and to providing all employees with equal opportunities.
Bromsgrove School values all employees and recognises that the academic achievements of our pupils are very dependent on the quality, experience and motivation of our staff. When developing the strategy and policies for the School, the Governors and Executive continually aim to respect the staff, to value differences and to promote individual development.
The School endeavours to ensure that all staff are fairly paid and operates an Equal Pay Policy with regard to both the academic and support staff.
CONTEXTUAL INFORMATION
It is important to recognise that equal pay does not necessarily equate to a low gender pay gap.
Equal pay relates to men and women carrying out similar roles earning the same pay. At Bromsgrove School, all teachers are paid on the same teaching pay scale which means that there is no distinction in pay between a male or female teacher. Similarly, within the Support Staff, comparable roles are equally paid, for example, a member of the housekeeping team is paid the same hourly rate as a member of the caretaking team.
The gender pay gap reports the difference in average pay between men and women, regardless of the role that they undertake within the School.
At Bromsgrove School, 66% of our staff are female and 34% are male. Many of our support staff roles are attractive to women as we are able to offer term-time and part-time opportunities. In addition, whilst we always offer all roles to both genders, many of the roles involving pastoral care and support for young children are fulfilled by women.
In accordance with the reporting requirements, we report overleaf the mean gender pay gap and the median pay gap. However, we have also decided to provide further analysis of our quartiles gender pay data in order that we can provide further clarity.
We are pleased to report that the gender profile of the upper quartile which includes senior roles within the organisation is 52% female and 48% male.
This analysis also shows that there are no significant pay gaps within each of the quartiles.
OUR DATA
Our gender pay data is based on calculations for our workforce as a whole. For the purpose of the calculations, the School’s workforce was 667 with a gender profile which is 66% female and 34% male. A further point of interest is that the workforce comprises of 44% full time and 56% part time or term time employees.
The mean and median gender pay gap is based on an hourly rate of pay calculated on a snapshot of all relevant employees as at April 2025, including both full time and part time employees.
The School has not paid any bonuses during this period.
