Introduction from the Chief Executive
Building a diverse workforce at all levels and creating an inclusive workplace where everyone can grow and thrive are key priorities for Bradford Children and Families Trust. Ensuring our people can always bring their best selves to work is critical to improving outcomes for the children, young people and families we support.
This is the first year that we have reported on the gender pay gap. As part of our drive to integrate diversity and inclusion into everything we do, we are going above and beyond our statutory obligation by publishing ethnicity pay information. It is important to us that we build a full picture of how pay is awarded across ethnic groups so we can address any disparities and track progress.
In 2024, the mean gender pay gap is -5.25% (in favour of women). This shows that women received £0.99 more per hour than men using this measure. Our workforce is predominantly female, and we have strong representation of women within senior management, which can influence this figure.
The median gender pay gap can provide an indication of what a ‘typical’ situation might look like, so is often considered the most representative measure of any gap. The 2024 median gender pay gap indicates that at the mid salary point, male employees are paid 2.36% more than female employees. This equates to £0.40 an hour. Whilst this compares favourably to other organisations, our ambition is to ensure equality of opportunity for all, and we are committed to reducing the gap closer to zero.
Our ethnicity pay data highlights a lack of representation of minority ethnic groups in the upper quartile pay bands. We will use this information to help us to understand and address ethnicity pay differences within the workforce.
We are committed to taking meaningful, consistent and sustained actions through wider policies and activities to drive change and create a workplace where all employees are valued and compensated equitably.
Together, we can unlock the incredible potential of our workforce that comes from greater inclusion and equal progression.
Charlotte Ramsden
Introduction
The Children and Families Trust is proud to present its first gender pay gap report since our separation from the Council. As an organisation predominantly staffed by women, we are uniquely positioned to address and understand the nuances of gender pay disparities within our sector. This report marks a significant milestone in our journey towards greater transparency and equality.
Historically, the field of children and family services has been characterised by a predominantly female workforce. Despite this, gender pay gaps have persisted, our commitment to addressing these disparities is not only a matter of fairness but also essential to fostering a supportive and equitable work environment.
In this report, we will examine the current state of gender and ethnicity pay within our Trust, identify key areas for improvement, and outline our strategies for closing the gap. By doing so, we aim to set a benchmark for future progress and demonstrate our dedication to creating a workplace where all employees are valued and compensated equitably.
As of March 2024, the Trust had a total of 1290 permanent employees and 301 agency contracts. Our agency use is a significant part of the Trust, and whilst we are committed to providing opportunities for agency workers to convert to a permanent contract, we are unable to consider them in our gender pay gap report. Further work to understand our workforce, inclusive of agency staff, is imperative to ensure that the Trust is an inclusive employer.
The Gender Pay Gap vs. Equal Pay
It is essential to distinguish between the gender pay gap and equal pay. Equal pay refers to the legal requirement that men and women performing the same or similar roles, or work of equal value, must be paid equally. It is unlawful to pay individuals differently based on their gender. In contrast, the gender pay gap reflects the overall differences in the average earnings of men and women across an organisation. A significant gender pay gap may indicate underlying issues, which can be further explored through detailed analysis.
Mandatory Gender Pay Gap Metrics
Under current legislation, six metrics are analysed to assess gender pay differences:
| Metric | Explanation | Employees Included |
| Mean Gender Pay Gap | The difference between the average hourly pay of male and female employees. | Full-pay relevant employees |
| Median Gender Pay Gap | The difference between the median hourly pay of male and female employees. | Full-pay relevant employees |
| Mean Bonus Gap | The difference in the average bonus payments made to male and female employees. | Relevant employees |
| Median Bonus Gap | The difference in the median bonus payments made to male and female employees. | Relevant employees |
| Bonus Proportions | The percentage of male and female employees who received bonus pay during the reporting period. | Relevant employees |
| Quartile Pay Bands | The distribution of male and female employees across four equal pay bands (lower to upper). | Full-pay relevant employees |
Definitions
Full-Pay Relevant Employees
These are employees who were paid their usual full basic pay on the snapshot date. Employees on reduced pay due to leave, such as sickness, are not included in this category.
Relevant Employees
This group includes all employees employed on the snapshot date, whether they were on full pay or reduced pay due to leave.
Overview of Our Gender Pay Gap
This report is based on data from 31 March 2024. On this date, the workforce was 80% female and 20% male, with 69.15% of employees working full-time, 24.03% part-time and 6.82% on Casual contracts. The gender pay gap analysis covers both full-pay relevant employees and relevant employees.
| Category | Total | Male | Female |
| Relevant Employees | 1290 | 257 | 1033 |
| Full-Pay Relevant Employees | 1214 | 248 | 966 |
| Employees on Reduced Pay | 76 | 9 | 67 |
Mean Gender Pay Gap as of 31 March 2024
The mean gender pay gap measures the difference in average hourly earnings between male and female employees. A positive result indicates that men are paid more on average, while a negative figure means that women earn more.
The mean is calculated by summing the hourly pay rates of all full-pay male employees and dividing by the number of male employees. The same process is repeated for female employees, and the percentage difference is then calculated.
| Gender | Mean Hourly Rate |
| Male | £18.86 |
| Female | £19.85 |
In March 2024, the mean gender pay gap was -5.25%, meaning that women were paid more than men.
Median Gender Pay Gap as of 31 March 2024
The median pay gap measures the difference in the middle hourly rate between male and female employees. It provides a clearer picture of the typical experience of employees by focusing on the “middle” value in a list of earnings.
| Gender | Median Hourly Rate |
| Male | £16.97 |
| Female | £16.57 |
For 2024, the median gender pay gap was 2.36%, meaning that men were earning more on average than women at the median level.
Bonus Payments as of 31 March 2024
Under gender pay gap regulations, bonuses include payments related to profit-sharing, productivity, and performance, as well as long-service awards. For the Trust, bonuses typically only include a retention payment in certain job roles. The following table summarises the bonus payments for 2024:
| Category | Male | Female | Total |
| Retention Payments | £48,445.95 | £302,085.07 | £350,531.02 |
Difference in Mean and Median Bonus Pay
| Metric | 31 March 2024 |
| Mean Bonus Gender Pay Gap | 3.8% |
| Median Bonus Gender Pay Gap | 0% |
| Men Receiving Bonus Payments | 12.8% |
| Women Receiving Bonus Payments | 20.7% |
Gender Profile by Pay Quartile
This section breaks down our workforce by pay quartiles, which divide employees into four equal groups based on hourly pay rates. Band A represents the lowest quartile of pay, while band D includes the highest earners.
| Band | Male (%) | Female (%) | Description |
| A | 20.1% | 79.9% | Employees in the lower quartile of pay |
| B | 17.2% | 82.8% | Employees paid above the lower quartile but at or below the median |
| C | 28.9% | 71.1% | Employees paid above the median but at or below the upper quartile |
| D | 15.5% | 84.5% | Employees in the upper quartile of pay |
These figures are calculated using the methods prescribed by the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Actions to Address the Gender Pay Gap
While our gender pay gap compares favourably with other organisations, we are aware we’re an anomaly with a high female workforce and are committed to reducing it further (bringing it down to 0). We recognise that addressing the gap is complex, as it is influenced by factors beyond our control, such as career choices and educational pathways. To promote gender equality, we will be introducing:
- Gender-Balanced Recruitment – Implement recruitment practices that encourage gender diversity. Ensure job descriptions are gender-neutral and avoid language that may inadvertently deter certain genders from applying.
- Gender Pay Gap Audits – Regularly conduct gender pay gap audits to assess and address any disparities in pay between male and female employees.
- Flexible Working Policies – Introduce and promote flexible working arrangements (e.g., remote work, flexible hours, job-sharing) to support both men and women, particularly working parents, in balancing professional and personal responsibilities.
- Parental Leave Equality – Ensure that parental leave policies are gender-neutral and encourage fathers to take leave. Provide equal access to paid parental leave for all genders.
- Gender Equality Training – Provide training for all staff on unconscious bias, gender equality, and creating an inclusive workplace.
- Supporting Gender Diversity in Female-Dominated Roles – Actively encourage men to apply for caregiving roles through targeted recruitment campaigns.
- Zero Tolerance for Gender-Based Discrimination and Harassment – Implement and strictly enforce policies that prohibit gender-based discrimination, harassment, and bullying. Ensure employees have access to clear reporting mechanisms and support if issues arise.
Any further actions will be communicated through our internal channels and documented in the next Gender Pay Gap report.