The Legal Bit

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

On 31 March 2022, Warrington & Vale Royal College employed 411 members of staff, comprising 134 male staff and 277 female staff. Analysis of our data shows:

Mean gender pay gap was 10.7%

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 18.6%

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.

(A positive percentage figure reveals that typically, or overall, employees who are women have lower pay or bonuses than employees who are men (which most employers are likely to have).

Quartile breakdown was:

First quartile (lower hourly pay quarter) 30.1% male 69.9% female

Second quartile (lower middle hourly pay quarter) 13.6% male 86.4% female

Third quartile (upper middle hourly pay quarter) 41.7% male 58.3% female

Fourth quartile (upper hourly pay quarter) 45.1% male 54.9% female

This is the percentage of male and female employees in four quartile bands.

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.

Please note that preparation and marking is included in the hourly rate for hourly paid Lecturers. If the figures were adjusted to reflect this, and the gender pay gap statistics were calculated based on hourly rate per contact hour, the figures would be as follows:

Mean gender pay gap was 8.6%

Median gender pay gap was 21.6%

• A higher proportion of women in lower paid positions, e.g. administration, catering.
• A high proportion of female staff, and a significantly more uneven distribution of men and women throughout the first, second and third quartiles.
• A high proportion of male lecturers in quartile 4, who teach Engineering, Construction and Trade Union Studies. The level of experience and qualifications required is reflected in a high pay rate per hour, and this is traditionally a male dominant field.

• The college had a decrease in mean gender pay gap of 0.7% from 2021 to 2022
• The College compared very favourably to the UK pay gap of 14.9% in 2022 (Office for National Statistics).
• Women are well represented at senior levels in the College.
• 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.
• The Equality and Diversity Committee works to ensure equal and fair opportunities for all.

• Continually review our recruitment processes and career progression opportunities, and adapt where appropriate.
• Opportunity for all staff to attend leadership development programmes.
• Review of flexible working.
• Where appropriate, encourage both men and women to consider options for shared parental leave.
• For full time vacancies, consider the possibility of part time or job share opportunities.
• Offer mentor and sponsorship opportunities

The college reserves the right not to accept your enrolment if you have outstanding debts with the college or if you have been excluded from the college.

You should inform the college of any changes to your personal data or circumstances.

Please refer to our privacy notice and our GDPR compliance statement regarding information sharing.

The college reserves the right to change course content or withdraw a course from offer.

Your feedback is important to us, please contact the Learner Services Team at the college if you would like to give praise or to make a complaint at learner.services@wvr.ac.uk.

Warrington & Vale Royal College is committed to providing an environment that promotes equality for all and celebrates its diverse community. Click the links to read our Equality & Diversity Statement and our Equality & Diversity Annual Report.

Find out more about the key policy underpinning the Student Behaviour & Disciplinary Process for the college here: Student Behaviour & Disciplinary Process

Each year the ESF helps millions of Europeans improve their lives by learning new skills and finding better jobs. Warrington & Vale Royal College receives ESF funding directly, and is also a co-financing organisation and uses European Social Funds from the European Union to directly or indirectly part-finance learning activities. Your course may be funded or part funded by the ESF.