Gender pay gap

The College is required by the Government Equalities Office to publish its gender pay gap information as at 31 March 2020. Please find the information below.


Gender Pay Gap – Warrington & Vale Royal College 31 March 2020


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

On 31 March 2020, Warrington & Vale Royal College employed 395 members of staff, comprising 143 male staff and 252 female staff. Analysis of our data shows:

Mean gender pay gap was 11.31%

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 21.02%

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 was:


First quartile                                      23% male                              77% female

Second quartile                                25% male                               75% female

Third quartile                                    41% male                               59% female

Fourth quartile                                  56% male                               44% 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 7.59%

Median gender pay gap was 11.82%


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 a significantly more uneven distribution of men and women throughout the first and second 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.


Our most significant successes are:

  • The College compared very favourably to the UK pay gap of 17.3% in 2019 (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.


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 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

View our Trade Union Facility Time Report for the period 1 April 20189 – 31st March 2020.