Isle of Wight College

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About Isle of Wight College
What are employers required to submit?

Any employer with 250 or more employees on their ‘snapshot date’ at the end of the financial year must submit both:

  • a gender pay gap report showing their breakdown of pay and bonuses by gender
  • an action plan outlining how they intend to address the gender pay gap and support employees experiencing menopause – these are voluntary for the 2026 to 2027 reporting year

For more detail, see the gender pay gap and action plan guidance for employers (opens in a new window).

1. Latest gender pay gap report (2026 to 2027)

Women’s median hourly pay
16.0%
lower
Women made up
62.0%
83.0%
Women who received bonus pay
0.0%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

Isle of Wight College submitted the following supporting narrative with their action plan:

The College will continue to monitor and address factors influencing its gender pay gap, with a focus on progression, workforce representation, wellbeing and inclusion. While women are well represented across the workforce, they remain more concentrated within lower-paid roles. To support greater equality of opportunity, the College will continue to review pay gap, recruitment, promotion and retention data; maintain fair and transparent pay and grading arrangements; strengthen progression and development opportunities; and promote flexible working through recruitment and employment practices. The College will also embed its Wellbeing and Inclusion Strategy, including staff-led Wellbeing Cafés and menopause support initiatives, provide manager training on menopause and workplace adjustments, and utilise Occupational Health support where appropriate. In addition, the College will implement its staff-developed Workload Charter, support inclusive recruitment and decision-making through EDI training, encourage career development and succession planning, and improve workforce data to better understand intersectional outcomes. Progress against these actions will be reviewed annually as part of the College's Gender Pay Gap reporting and wider People Strategy, supporting a fair, inclusive and supportive working environment for all staff.

Read more about this organisation’s equality policies or strategy on their website (opens in a new window)

Action plan

What is an action plan?

Employers with 250 or more employees can produce and publish a voluntary action plan alongside their gender pay gap data. Their plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause.

This will be mandatory from spring 2027, subject to legislation.

To create an action plan, employers review a list of evidence-informed actions recommended by the government. They can identify any that are already an established part of their working practice (‘embedded actions’), and choose at least 2 new actions to focus on (‘planned actions’).

You can see the full list of actions (opens in a new window) and guidance for employers on creating an action plan (opens in a new window).

Isle of Wight College added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Set up menopause support groups and networks
  • Train managers to support employees experiencing menopause
  • Advertise flexible working arrangements in job adverts

They indicated that the following ‘embedded’ actions are already an established part of their working practice:

  • Make job descriptions inclusive
  • Encourage applications from a range of candidates
  • Reduce unconscious bias in CV screening
  • Use fair and structured interview techniques
  • Automatically consider eligible employees for promotion
  • Offer occupational health advice to employees experiencing menopause
  • Offer workplace adjustments to employees experiencing menopause
  • Advertise leave policies in job adverts
  • Encourage employee development through actionable steps
  • Offer mentoring, sponsorship and other development programmes
  • Increase transparency for pay, promotion and rewards
  • Enhance and promote flexible working and leave policies
  • Review policies and procedures to meet the needs of employees experiencing menopause

View the full action plan

3. All gender pay gap reports and action plans

Reporting year Submission type Status Action
2026 to 2027 Gender pay gap report Submitted View report
Action plan (optional) Submitted voluntarily View action plan
2025 to 2026 Gender pay gap report Submitted View report
2024 to 2025 Gender pay gap report Submitted View report
2023 to 2024 Gender pay gap report Submitted View report
2022 to 2023 Gender pay gap report Submitted View report
2021 to 2022 Gender pay gap report Submitted View report
2020 to 2021 Gender pay gap report Submitted View report
2019 to 2020 Gender pay gap report Submitted View report
2018 to 2019 Gender pay gap report Submitted View report
2017 to 2018 Gender pay gap report Submitted View report

4. About Isle of Wight College

Registered address
Dodnor Lane, Newport, Isle Of Wight, United Kingdom, PO30 5TA
Sector
Education, Public sector
Employee headcount
(on 31 March 2026)
250 to 499 employees