Gender Pay Report 2024
| Difference in mean hourly rate of pay | 12.7% |
| Difference in median hourly rate of pay | 23.1% |
| Difference in mean bonus pay | 0.0% |
| Difference in median bonus pay | 0.0% |
| Female | Male | ||
| Proportion of employees receiving bonus pay | 5.8% | 10.0% | |
| Proprtion of employees quartile bands | Upper | 50.8% | 49.2% |
| Upper Middle | 54.7% | 45.3% | |
| Lower Middle | 73.4% | 26.6% | |
| Lower | 64.1% | 35.9% |
At Lord Wandsworth College (LWC), we are committed to fostering an inclusive, fair, and respectful working environment where all staff can thrive, irrespective of gender. There were 255 staff in scope for gender pay reporting on the reporting date, 5th April 2024.
Positive actions and progress:
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LWC has introduced clearer and more transparent pay structures across all teaching and business roles.
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We have committed to reviewing our recruitment practices, career progression pathways and internal policies to ensure fairness and equity.
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In 2023, we launched our first Leadership and Management course, aimed at supporting career development for all staff, especially those underrepresented in senior roles. This will continue into its third year in 2025.
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We have actively worked towards creating a culture of belonging, inclusivity and opportunity.
Whilst there remains work to be done to ensure balanced representation at all levels, we recognise that change takes time. We are fully committed to long term, meaningful progress that supports growth and success of every individual in our community.
I can confirm that the data provided above is accurate and correct.
Dawn Wilde
Director of People
April 2025
