Equality & Diversity

Providing learning and working environments where people are treated with respect

Our Policy

At City College Southampton we strive to provide learning and working environments where people are treated with respect. The college is committed to the principles of Equality and Diversity for everyone.

This means the college is a place where ALL students and staff, whatever their circumstances or background:

  • Are fully respected
  • Feel welcome
  • Are treated in a friendly way
  • Have equality of opportunity
  • Have appropriate support

Equality, Diversity and Inclusion Policy

Gender Pay Gap Reporting

Gender pay gap reporting requires employers with 250 or more employees to publish statutory calculations each year showing the pay gap between male and female employees. The gender pay gap is the difference between the average pay (expressed as both the mean and median) of men and women expressed as a percentage and should not be confused with equal pay.

City College Southampton

On 31st March 2020 City College employed 327 people and is therefore in the category of organisations which are required by the UK Government to publish details of their gender pay gap, specifically the difference in average female earnings compared to average male earnings.  The College employs substantially more women (62%) than men (38%). 

The College’s overall mean[1] gender pay gap at this date was that men earnt 5.2% more than women, which is significantly smaller than the national gender pay gap reported as 15.5% in March 2020.  The College’s median[2] pay gap is a very similar figure at 5.9%.

The mean gender pay gap does vary by role type:

  • Management – women earn 14.96% more than men
  • Teaching – men earn 5.65% more
  • Support staff – men earn 2.53% more

Our overall median pay gap is 5.9%.  The median hourly rate for females last year was £12.74 and the male was £13.91 - a difference of £1.17.  This year with the figures are £13.19 for females and £14.03 for males – a difference of 84p.  So while there has been an increase in both male and female hourly rates, the gap between the median rates has reduced by 33p.

Whilst some roles have traditionally attracted more male applicants (for example, construction and engineering teachers) or female applicants (for example, administrative support), we are working to attract a more diverse range of applicants across roles.



[1] Mean gender pay gap is the difference between men’s and women’s average hourly rate
[2] Median gender pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women