Gender Pay Gap 2026
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 2026.
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 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 2026
- The mean gender pay gap was 5.75%
- The median gender pay gap was 7.79%
- The mean bonus gender pay was 16.09%
- The median bonus gender pay gap was 8.14%
- The proportion of men receiving a bonus was 91.96% and females was 92.42%
There have been small decreases to the median gender pay gap of 0.20% to 7.79% from the last report, and a small decrease to the mean gender pay gap of 0.33% to 5.75%.
The quartile split analysis shows a broadly balanced position across the organisation, with minimal gender pay differences in the lower pay quartile and only small gaps across the middle quartiles. In Q1, male and female hourly rates are virtually identical, while Q2 and Q3 show modest pay advantages for men of 1.82% and 1.33% respectively on a mean basis. In the highest pay quartile (Q4), the position reverses, with women earning slightly more than men, resulting in a mean gender pay gap of -1.24%. Overall, the data indicates that hourly pay rates are largely equitable across pay quartiles, with no significant gender-related disparities and a balanced distribution of pay at the upper end.
Pay Quartiles
Table 1: Percentage of males and females by pay quartile at Nottingham College as at 31st March 2026
| Quartile | Males | Females | Description |
|---|---|---|---|
| 1 (lowest) | 30% | 70% | Includes all employees whose standard hourly rate places them at or below the lower quartile |
| 2 | 31% | 69% | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
| 3 | 37% | 63% | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
| 4 (highest) | 44% | 56% | Includes all employees whose standard hourly rate places them above the upper quartile |
Statement accompanying the College’s published data on gender pay gap
We are proud that men and women are paid equally for work of equal value across the college. We will keep reviewing pay and act if we find any differences. Women make up the majority of colleagues in every pay group, with both women and men working at all levels across the college.
We will keep monitoring the number of women and men in the lower pay group. Our Equity, Diversity and Inclusion Committee will work with the People Services team to explore practical ways to reduce the gender pay gap over time.
There are more women than men in the college's lower pay groups. A greater share of our female colleagues have working patterns with fewer hours and many of these roles are in the lower pay groups. This influences the overall figures and means that average pay is higher for men than for women.