Gender Pay Gap Report 2025

Leicester College is committed to fair and transparent pay and reward arrangements. We operate a job evaluation scheme to determine the grades for roles in the organisation and ensure there is equal pay for work of equal value across the organisation.

The figures are based on hourly rates of pay at 31 March 2025. The gender pay gap is defined as the difference between the mean or median hourly rate of pay that men and women employees receive.

The mean pay gap is the difference between average earnings of men and women.

The median pay gap is the difference between the mid-points in the ranges of hourly earnings of men and women. It takes all the salaries in the sample, lines them up in order from lowest to highest, and picks the middle salary.

The number of staff in post was 1,318 with female staff making up 66% of the workforce overall.

The College historically has a high percentage of female staff, currently 66% female at the reference date. If Band A and B (the lowest two quartiles) are looked at together, this increases to 72% female. These bands include substantial numbers of cleaners, catering assistants, learning support assistants, inclusion workers, nursery practitioners and casual invigilators in Band A, as well as administrators and other support staff roles in B and C.

Unlike some employers in the sector, we directly employ all our support staff, rather than outsourcing services, meaning that they have access to the benefits of being employed by the College, including a defined benefit pension scheme. This does mean that comparisons with other organisations are not always valid as they do not always include lower paid staff.

We will continue to monitor pay and reward in the College, including gender pay and equal pay, on a regular and ongoing basis so that all staff are treated fairly, irrespective of their gender and in accordance with our values and commitment to Equality, Diversity and Inclusion.

 updated: 13 March 2025