Gender Pay Gap

The College is required by the Government Equalities Office to publish its gender pay gap information as at 31 March 2017. Please find the information below. Please note, at that time, Warrington & Vale Royal College operated as two separate Colleges, Mid Cheshire College and Warrington Collegiate.

Mid Cheshire College

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

On 31 March 2017, Mid Cheshire College employed 290 members of staff, comprising 91 male staff and 199 female staff. Analysis of our data shows:

  • Mean gender pay gap was 6.30%
    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 8.90%
    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                      25% male           75% female

                Second quartile                 26% male            74% female

                Third quartile                     36% male            64% female

                Fourth quartile                   39% male            61% 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 quartiles.

Our most significant successes are:

  • The College compared very favourably to the UK pay gap of 18.4% in April 2017 (Office for National Statistics)
  • Women well represented in senior levels in organisation.

Our commitments for the future:

  • Review recruitment processes and career progression opportunities
  • 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.

Warrington Collegiate

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

On 31 March 2017, Warrington Collegiate employed 397 members of staff, comprising 142 male staff and 255 female staff. Analysis of our data shows:

  • Mean gender pay gap was 8.21%
    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 18.69%
    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                       30% male            70% female

                Second quartile                 23% male            77% female

                Third quartile                     36% male            64% female

                Fourth quartile                  54% male            46% 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, invigilation
  • A high proportion of female staff, and an uneven distribution of men and women throughout the quartiles
  • Under representation of female staff in Engineering and Construction Lecturing roles, where there is a market premium.

Our most significant successes are:

  • The College compared very favourably to the UK pay gap of 18.4% in April 2017 (Office for National Statistics)
  • All female Executive Leadership Team
  • Women well represented in management levels in organisation

Our commitments for the future:

  • Review recruitment processes and career progression opportunities
  • 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
Course Search