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 |