Gender Pay Gap Statement

The Witherslack Group is committed to paying all staff fairly for the job they do, regardless of gender.  To that end, our policies and pay guidance supports this ethos and reflects the diverse roles and responsibilities available within the Group.  The majority of roles within the group are based on national pay scales, and our pay policy is transparent and based upon clearly defined, non-gender specific roles within the group.


Pay Quartiles

Women Men
Quartile split Upper 52.36% 47.64%
Upper Middle 48.03% 51.97%
Lower Middle 48.62% 51.38%
Lower 62.06% 37.94%


It can be seen that whilst in the top 3 quartiles, the split between male and female employees is fairly even, this does change in the bottom quartile.  The key factor behind the gender pay gap is the balance of men and women across job levels – 62.06% of our workforce in the lowest paid jobs are women.

This reflects the facts that a number of roles which would fall in this quartile are part time with school holidays so have traditionally attracted female applicants.


Gender Pay and Bonus Gap

Pay Bonus Pay
Difference in Mean Pay 3.59% Difference in Mean Bonus Pay -116.51%
Difference in Median Pay 5.64% Difference in Median Bonus Pay 0.00%


Women Men
Percentage of staff receiving a Bonus in the relevant period 4.67% 4.59%
Of the staff who received a bonus in the relevant period, proportions are: 53.19% 46.81%


At the Witherslack Group our median gender pay gap is 5.64% in favour of men, which is significantly lower than the current national average of 18.1%. (Source: Office for National Statistics 2016 data) and 25% for the School Sector (Source: National Association of Special Schools)

The gender pay gap in our bonus pay reflects the fact we have a small number of roles that are able to attract substantial bonus payments.  At the time of reporting, these roles were predominantly filled by female employees. In addition, the figures are also impacted by the fact only a very small number of roles are eligible for a bonus payment and so individual payments can have a significant impact on the reported figures. In monetary terms, the difference between the Mean bonus is £2.1k (Mean bonus for female employees is £3.9k, Mean bonus for male employees is £1.8k).  However, when looking at the median bonus pay, there is no difference between male and female employees.


Tackling the gender pay gap

We have a strong package of benefits available for all staff and offer a cohesive Learning and Development programme to ensure we attract the best staff for the roles available and allow all staff to progress within the Group, if it is their ambition to do so.  We will continue to review our pay policies and employee offering to ensure all employees are paid fairly for the job they do.

Phil Jones

CEO Witherslack Group