Bath College is pleased to report that our mean (average) Gender Pay Gap reduced for the
second year running.
This means at our March 2025 snapshot date for every £1 a male earned, a female earned
96p.
Our median gender pay gap (the midpoint) has reduced significantly this year as a result
of an increased percentage of females in roles in the upper middle and upper quartile.
Bath College made one bonus payment in the year 2024/2025.
Proportion of males receiving a bonus: 0.6%
Proportion of females receiving a bonus payment: 0.0%
Mean bonus pay for males: £10,450
Mean bonus pay for females £0
Bath College has a 100% mean (average) gender pay gap using bonus pay.
Mean bonus pay for males: £10,450
Mean bonus pay for females £0
Bath College has a 100% median gender pay gap using bonus pay.
In line with regulations, we report on the proportion of female and male employees in each
of pay quartiles, where Lower Quartile represents lowest salaries, and Upper Quartile
represents highest salaries.
There has been an increase in the percentage of females in the upper middle (+5.2%) and
upper (+1.5%) pay quartiles and a correlating increase in males in the two lower quartiles.
Females and males are more equally represented across the quartiles.
Bath College has a greater proportion of female colleagues compared to male colleagues
in the lower quartiles, although this position improved in 2025 compared to 2024.
We are confident that men and women are paid equally for doing equivalent jobs across
our business. We continue to take action to address any gaps and to make sure our
policies and practices are fair. We have a graded incremental pay structure, where staff
are paid based on the agreed grade for the role.
Bath College has more female colleagues employed across all quartiles which illustrates
that opportunities are available to both males and females. The increased percentage of
females in the upper quartiles in 2025 has resulted in a decrease in the median pay gap.
Many of the roles in the lower quartile are part time and have traditionally been occupied
by women including catering and cleaning roles. It is for this reason that the average
(mean) pay for male colleagues is higher than the average pay for female colleagues.
We do have roles in the College which attract a market supplement in order to address
recruitment and retention difficulties in specialist areas such as engineering and
construction trades.
Females have traditionally been underrepresented in these areas
and it is consistent with employment trends in wider society that the majority of these
individuals are male. A scarcity of individuals wishing to move from specialist trades into
education means that within FE there is a highly competitive recruitment market which
leads to increased pay.
More recently there has been national support to address this
through the targeted retention premia offered through the Department for Education and
we will also target this through our action plan.
We are committed to monitoring the profile of males and females across all roles, and the
College’s Equity, Diversity, Belonging and Inclusion Group will look for opportunities to
address the gender pay gap on an on-going basis.
