The Equality Act (Gender Pay Gap Information) Regulations 2017 requires organisations with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees for the preceding 12-month period.
It is important to note that gender pay gap reporting is not the same as an equal pay audit rather it reflects the roles that men and women are employed in and their density across the workforce. Equal pay is the legal right of men and women to be paid at the same rate for like work, work rated as equivalent, and work of equal value Gender pay gap analysis compares the average earnings (mean and median) of all women and all men across the College’s workforce. A negative percentage indicates that the average pay for women is higher than for men. A positive percentage indicates that the average pay for men is higher than for women.
This report outlines Nottingham College’s gender pay gap at the snapshot date of 31 March 2025.
The following information is required to fulfil the duties placed on public sector organisations to report on the gender pay gap:
- Average gender pay gap as a mean average
- Average gender pay gap as a median average
- Average bonus gender pay gap as a mean average
- Average bonus gender pay gap as a median average
- Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- Proportion of males and females divided into four groups ordered from lowest to highest pay
The College is required to publish the data on its own website and the Government website by 30 March 2026 based on the calculation date of 31 March 2025. The figures have to be calculated using the standard methodologies set out in the Equality Act (Gender Pay Gap Information) Regulations 2017.
Nottingham College Gender Pay Gap results at 31 March 2025
- The mean gender pay gap was 6.08%
- The median gender pay gap was 7.99%
- The mean bonus gender pay gap was 10.29%
- The median bonus gender gap was 8.14%
- The proportion of men receiving a bonus was 91.96%
- The proportion of females receiving a bonus was 92.55%
This means that:
- For the median gender pay gap women earn 92p for every £1 a man earns
- For the mean gender pay gap women earn 94p for every £1 a man earns
- For the median bonus gender pay gap women earn 92p for every £1 a man earns
- For the mean bonus gender pay gap women earn 90p for every £1 a man earns
Pay Quartiles
Table 1: Percentage of males and females by pay quartile at Nottingham College as at 31st March 2025
| Quartile | Males | Females | Description |
|---|---|---|---|
| 1 (lowest) | 30% | 70% | Includes all employees whose standard hourly rate places them at or below the lower quartile |
| 2 | 30% | 70% | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
| 3 | 36% | 64% | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
| 4 (highest) | 45% | 55% | Includes all employees whose standard hourly rate places them above the upper quartile |
These changes are attributed to our changes to our quartile profile in quartiles one and three, where females have decreased in quartile one and increased in quartile three.
The college’s workforce profile is predominantly female, who account for 65% and males 35%.
Females are in the majority in each quartile and as pay increases the proportion of females decreases.
Statement accompanying the College’s published data on gender pay gap
Nottingham College has a greater proportion of female colleagues compared to male colleagues in the lower quartiles. Many of these roles are part time and are traditionally occupied by women. It is for this reason that the average pay for male colleagues is higher than the average pay for female colleagues.
Nottingham College has more female colleagues employed across all quartiles which illustrates that opportunities are available to both males and females.
Nottingham College is committed to monitoring the profile of males and females within the lower quartile and the College’s Equality, Diversity and Inclusion Committee will look for opportunities to address the gender pay gap on an on-going basis.
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.
