The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 came into force on 6 April 2017.
From 2017, Brookfield Community School is required to publish a mandatory set of figures on its own public facing website and the Government website, by 30 March of each year. This relates to the snapshot period of the 31 March of the previous year.
For the snapshot year of 31 March 2017, Brookfield Community School figures are as follows:
| Pay | ||
| Mean gender pay gap in hourly pay (men currently earn more) | 20% | |
| Median gender pay gap in hourly pay (men currently earn more) | 15.6% | |
| Bonus | ||
| Mean bonus gender pay gap (women currently earn more) | 100% | |
Median bonus gender pay gap (women currently earn more) |
100% | |
| Proportion of males receiving a bonus payment | 0% | |
| Proportion of females receiving a bonus payment | 1.7% | |
| Pay quartiles | ||
| Top quartile | Male | 51.1% |
| Female | 48.9% | |
| Upper middle quartile | Male | 24.4% |
| Female | 75.6% | |
Lower middle quartile |
Male | 44.4% |
| Female | 55.6% | |
| Lower quartile | Male | 17.8% |
| Female | 82.2% | |
The Governing Body of Brookfield Community School is committed to the principle of equal pay for all employees, irrespective of gender, and ensures that it meets the requirements of the Equal Pay Act 1970.
The school’s approach to pay is set out in the school’s pay policy and the Governing Body aims to achieve equality in its pay and reward arrangements. The Governing Body ensures that teaching staff are paid the correct salary and allowances in accordance with the School Teachers’ Pay and Conditions Document, a national statutory document regulating pay of teaching staff.
The Governing Body ensures that school support staff are paid the correct salary and allowances in accordance with the Employment in Hampshire County Council (EHCC) 2007 Agreement and subsequent variations. The Hay job evaluation scheme, which sits behind the EHCC agreement, provides an objective and gender neutral framework to evaluate the jobs that are carried out within the school.
Our gender pay gap of 20% is not as a result of paying men more than women for the same or equivalent work.
Bonus payments indicated are for performance related payments, under which a one-off payment may be awarded to a member of staff.