Gender Pay Report
Last updated 04/04/2022
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, home or hybrid working and term time working, which, among other benefits, can help attract new talent into the organisation.
Aspire has a Trustee Board of five, of whom two are women. It has a Leadership Team of four, of whom two 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 2021
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 215 full pay relevant employees* of which 183 (85.12%) were female and 32 (14.88%) were male. For the purposes of calculating and reporting on mean and median hourly pay rates and for calculating the proportion of male and female employees in quartile pay bands, only those employees on full pay at the snapshot date have been included.
*Full pay relevant employees are those employees who were employed by Aspire on the snapshot date and who were a) paid their usual basic pay during the pay period in which the snapshot date fell or b) paid less than their usual basic pay or none at all during the pay period, if for reasons other than leave
At the snapshot date, the Aspire Gender Pay Gap was as follows:
Mean gender pay gap 4.83% Median gender pay gap 8.69%
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 | 53 | 45 | 84.91% | 8 | 14.81% |
| Upper Middle | 54 | 46 | 85.19% | 8 | 14.81% |
| Lower Middle | 54 | 46 | 85.19% | 8 | 14.81% |
| Lower | 54 | 46 | 85.19% | 8 | 15.09% |
| Totals | 215 | 183 | 85.12% | 32 | 14.88% |
As at the snapshot date of 5 April 2021, a proportion of the Aspire workforce was on furlough leave at 80% pay. This resulted in Aspire having less full pay relevant employees at the snapshot date than in previous years, with the exception of April 2020, when a higher proportion of the Aspire workforce was on furlough leave.
These results reflect the fact that at the snapshot date of Aspire employed significantly more women than men at every level across Aspire. Having a predominately-female workforce means that even small variations can have a noticeable impact on the Aspire. 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 the Aspire gender pay gap has been calculated in accordance with mandatory requirements.
Christina Chacksfield, Director of People & Operations
Gender Pay Gap Report for the snapshot date of 5th April 2020
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 179 employees of which 153 (85.47%) were female and 26 (14.53%) were male. Aspire decided to voluntarily report its Gender Pay Gap as follows:
Mean gender pay gap 0.5%
Median gender pay gap 0%
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 | 44 | 38 | 86.36% | 6 | 13.64% |
| Upper Middle | 45 | 39 | 88.67% | 6 | 13.33% |
| Lower Middle | 44 | 35 | 79.55% | 9 | 20.45% |
| Lower | 46 | 41 | 89.13% | 5 | 10.87% |
| Totals | 179 | 153 | 85.47% | 26 | 14.53% |
As at the snapshot date of 5 April 2020, a proportion of the Aspire Sussex Ltd workforce were on furlough leave at 80% pay. This resulted in Aspire having less full pay relevant employees at the snapshot date than in previous years. For the purposes of calculating and reporting on mean and median hourly pay rates and for calculating the proportion of male and female employees in quartile pay bands, only those employees on full pay at the snapshot date have been included.
These results reflect the fact that at the snapshot date of Aspire employed 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.
We are also required to report on bonus pay rates. Aspire does not pay bonuses to staff.
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