Gender pay gap

The College is required by the Government Equalities Office to publish its gender pay gap information as at 31 March 2018. Please find the information below.

Gender Pay Gap – Warrington & Vale Royal College 31  March 2018

The gender pay gap is the percentage difference between average hourly earnings for men and women.

On 31 March 2018, Warrington & Vale Royal College employed 560 members of staff, comprising 201 male staff and 359 female staff. Analysis of our data shows:

  • Mean gender pay gap was 7.00%
    The mean gender pay gap is the difference in average hourly rates of pay that male and female employees receive.
  • Median gender pay gap was 18.00%
    The median gender pay gap shows the differences at the midpoints of the ranges of hourly pay rates of men and women by ordering rates from lowest to highest, and comparing the midpoint.
  • Quartile breakdown (the percentage of male and female employees in four quartile bands) was:

First quartile                                      26% male                              74% female


Second quartile                                28% male                               72% female


Third quartile                                    39% male                               61% female


Fourth quartile                                  51% male                               49% female


  •  No bonus payments were paid to staff, and therefore there are no statistics to report for mean bonus pay gap, median bonus pay gap or proportion of males/females receiving bonus payments.

The most significant challenges we face are:

  • A higher proportion of women in lower paid positions, e.g. administration, catering
  • A high proportion of female staff, and an uneven distribution of men and women throughout the first, second and third quartiles.

Our most significant successes are:

  • The College compared very favourably to the UK pay gap of 17.9% in April 2018 (Office for National Statistics)
  • Women well represented in senior levels in organisation
  • Structured interviews are conducted
  • Where applicable, skill-based assessment tasks are used in recruitment
  • Women are included in shortlist panels for recruitment
  • The College operates with transparency in regard to promotion and pay
  • Equality and Diversity Committee works to ensure equal and fair opportunities for all.

Our commitments for the future:

  • Continually review our recruitment processes and career progression opportunities, and adapt where appropriate
  • Opportunity for all staff to attend leadership development programme
  • Review of flexible working
  • Where appropriate, encourage both men and women to consider options for shared parental leave.

Please click here for our Trade Union Facility Time Report for the period 1 April 2017 – 31st March 2018.