Below you will find a full and comprehensive list of financial information about Exceed Academies Trust. Each document can be downloaded and viewed using the links below.
Trustees' Annual Reports and Financial Statements
Executive Pay Statement
The number of employees whose employee benefits (excluding employer pension costs) exceeded £100,000 was:
£130,001 – £140,000
2020: 1 employee
Gender Pay Gap Report
In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Exceed Academies Trust is able to present the following calculations in respect of the gender pay gap.
The gender pay gap is a measure of the difference between the average hourly earnings of men and women and should not to be confused with equal pay. Equal pay is the legislation that makes it unlawful to pay people less for doing work of the same value, based on their gender. We take equal pay seriously and we are confident that the required steps are taken in order to ensure that staff are paid fairly in accordance with their job roles.
We are required to calculate and publish the following figures:
- Mean Gender Pay Gap – 18.6%
- Median Gender Pay Gap – 24.4% (National average is 15.5%)
- Mean Bonus Pay Gap – N/A
- Median Bonus Pay Gap – N/A
- Proportion of males and females receiving a bonus payment – N/A
- Proportion of males and females in each quartile band (see table)
|Upper: 75-100% of employees||73.2%||26.8%|
|Upper middle: 50-75% of employees||74.8%||25.2%|
|Lower middle: 25-50% of employees||85.9%||14.1%|
|Lower: 0-25% of employees||89.0%||11.0%|
At the snapshot date, 31 March 2020, Exceed Academies Trust employed 509 staff – 411 women and 98 men with the majority of staff in the lower and lower middle pay quartiles being female (85.9% and 89.0%). This is representative of the 2019 figures and as with last year, this is due to a high proportion of female staff occupying roles within the lowest pay quartiles includes roles such as cleaning, catering, administration and classroom support.
Within the upper pay quartiles, it is positively noted that the majority of staff are also female and although this figure has reduced slightly, it remains over 70% (73.2%), which is only a marginal reduction of 1.0% on 2019. This tells us that although a great proportion of women in our organisation are employed within the lower pay quartiles, a substantial amount of women also occupy roles within the upper pay quartiles.
Additionally, the majority of most senior positions in the organisation, with the exception of the Chief Executive Officer, continue to be filled by female staff.
According to the Office for National Statistics, the national gender pay gap (median) fell from 17.3% (2019) to the current 15.5% whereas Exceed Academies Trust gender pay gap median calculation rose slightly from 21.4% (2019) to 24.4% (2020).
The gender mix within the organisation remained similar to that of the previous period, however the proportion of males has increased in all quartiles. We do however continue to be proud that women hold the majority of the most senior positions within our organisation.
We continue to encourage staff and managers to adopt flexible ways of working, to not only support the wellbeing and work life balance of staff but to ensure female staff are able to continue to progress in their careers within our organisation.
In association with the Lancashire and West Yorkshire Leadership Equality and Diversity Fund, our Teaching School Hub continues to lead events to support aspiring and existing school leaders that are pregnant or on maternity leave. These projects, including awareness sessions, wellbeing days and training events, are designed to ensure staff continue to progress into leadership positions following breaks in their career for maternity leave.
Exceed Academies Trust is dedicated to closing the gender pay gap and recognises that this is just part of an ongoing commitment to the active promotion of equality and diversity within the education based workforce.
I can confirm that the above information has been calculated using payroll data on the snapshot date of 31 March 2020 and fairly reflects the gender pay gap for Exceed Academies Trust.
Duncan Jacques (Chief Executive Officer) June 2021
Facilities Time Report
Under the Trade Union (Facility Time Publication Requirements) Regulations 2017, we are required to calculate and publish information on Facility Time; the paid time off that we provide to our employees to undertake Trade Union duties and activities. As a Trust, we value the close working relationships we have with regional and local Trade Union representatives, as well as our internal workplace representatives. We understand and appreciate the benefit of good trade union relations in the workplace.
The purpose of the regulations is to promote transparency and public scrutiny of Facility Time, to ensure that taxpayers’ money is spent appropriately and represents value for money. Although the percentage of time spent on facilities time appears negligible, it is because the Trust’s internal representatives make up a small proportion of our overall workforce and pay bill. From September 2018, the Trust has paid into the local Bradford Facility Time arrangements, whereby the Trust is contributing towards the release of full time local representatives, further increasing our commitment to excellent working relationships with the recognised Trade Unions.