Gender Pay Gap

Enable Trust – Gender Pay Gap Statement

Enable Trust is committed to fairness, equity and transparency in all aspects of employment. The statutory Gender Pay Gap Reporting requires for organisations with 250 or more employees to report this data, April 2025 is the first year in which the Trust met these requirements. This statement explains our 2025 results and the context behind them. Please note that these figures reflect the period before PLC joined the Trust. Updated data will be published in the next financial year.

Our 2025 Gender Pay Gap Results

For the snapshot date 5 April 2025, our reported figures are:

Hourly Pay Gaps

• Mean gender pay gap: 30.7%
• Median gender pay gap: 34.8%

These figures represent the difference in average hourly pay between all employees included in the statutory definitions used for gender pay gap reporting. The gender pay gap is not the same as equal pay. Equal pay refers to paying individuals equally for the same role or work of equal value, which is a legal requirement under the Equality Act 2010. The gender pay gap instead reflects broader workforce structure, the distribution of roles, and patterns of progression across the organisation.

Gender Representation Across Pay Quartiles

Our workforce remains predominantly female at all levels of the organisation, which is characteristic of the education and specialist support sectors. In 2025, the distribution of employees by pay quartile was:

Although women make up the majority of roles in every pay quartile, including the upper quartile, our gender pay gap persists. National guidance highlights that mean and median pay gaps may remain significant when a small number of higher‑paid specialist or senior roles are disproportionately held by one group.

Understanding the Causes of Our Gender Pay Gap

Our gender pay gap primarily reflects the structure of our workforce and the distribution of roles rather than pay inequality. Research shows that gender pay gaps are commonly influenced by factors such as representation in senior roles, occupational patterns, part‑time working, and career progression pathways.

Within Enable Trust:

• Our workforce is over 90% female across all pay quartiles.
• A small minority of employees captured within the statutory category of “men” appear concentrated in some of the highest‑paid roles, which increases both the mean and median gap.
• Many roles in the Trust, particularly those in education support and care positions, are predominantly female nationally and typically fall within lower or middle pay quartiles.
• While women remain the majority in the upper pay quartile overall, the representation of men is proportionally higher at the most senior levels, which impacts mean and median pay gap figures, particularly in a workforce with few male employees.

These structural factors, rather than unequal pay for the same work, are the main contributors to our gender pay gap.

Our Commitment and Actions

 As this is our first year of statutory reporting, we are using this data as a baseline from which to track progress. We are committed to reducing our gender pay gap over time and ensuring fair access to development and progression for all colleagues.

We continue to strengthen our approach through:

• Workforce planning and succession development, ensuring clearer progression pathways.
• Reviewing leadership representation across all directorates.
• Enhancing recruitment processes to attract diverse applicants to senior and specialist roles.
• Flexible working practices that support progression for employees with caring responsibilities.
• A comprehensive Wellbeing Strategy aimed at supporting staff retention and development.

These commitments are aligned with national recommendations that emphasise tackling structural drivers of the gender pay gap through progression pathways, flexible working, and representation in senior roles.

Our Ongoing Commitment to Transparency and Improvement

As this is our first statutory report, it provides an important foundation for ongoing monitoring and improvement. We remain committed to fairness, inclusion and equal opportunities for all colleagues. We will continue to review our data annually and take meaningful steps to reduce the gender pay gap over time.

I confirm that the information contained in this statement is accurate and has been calculated in line with the UK Government’s statutory guidance on gender pay gap reporting.

Andrew Buckton

Chief Executive / Accounting Officer
Enable Trust