EBOR ACADEMY TRUST

Contents

  1. Latest gender pay gap report
  2. Action plan
  3. History of gender pay gap reports and action plans
  4. About EBOR ACADEMY TRUST
What are employers required to submit?

Any employer who has a headcount of 250 or more on their ‘snapshot date’ at the end of the financial year must submit both:

  • a gender pay gap report showing their breakdown of pay by gender
  • an action plan outlining how they intend to address the gender pay gap and support employees going through menopause

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

1. Latest gender pay gap report (2025 to 2026)

Women’s median hourly pay
32.5%
lower
Men
£1
Women
68p
Women in the highest paid quarter
85.6%
Women who received bonus pay
0.0%
Men
0%
Women
0%

View the full Gender pay report

2. Taking action to address pay gaps and support employees

EBOR ACADEMY TRUST said:

This Gender Pay Gap Action Plan has been developed in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. It supports our statutory reporting obligations and reflects our commitment to advancing equality, diversity and inclusion across our primary education setting. As an employer of teachers, leadership staff and support staff, we recognise that structural, occupational and cultural factors may contribute to gender pay disparities. This plan sets out the strategic actions we will take to address these factors in a sustainable and measurable way. We have made demonstrable progress in reducing our gender pay gap, which has decreased from 19.36% to 16.4% over the past two reporting years. This reflects the positive impact of steps already taken to improve fairness in pay and progression. However, we recognise that further work is required to sustain this trajectory and address underlying causes.

Read more about what EBOR ACADEMY TRUST says about their action plan (opens in a new window)

Action plan

What is an action plan?

Employers with 250 or more employees can submit a voluntary action plan outlining how they intend to address their gender pay gap and support employees experiencing menopause. These are due to be mandatory from April 2027.

To create their action plan, employers review a list of evidence-informed actions recommended by the government. They identify any they already routinely do (‘embedded actions’), and choose some new actions to focus on (‘planned actions’). They must choose at least 2 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).

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

EBOR ACADEMY TRUST has committed to embedding these actions:

  • Make job descriptions inclusive
  • Encourage applications from a range of candidates
  • Enhance and promote flexible working and leave policies
  • Offer occupational health advice to employees experiencing menopause

Actions they have completed

  • Automatically consider eligible employees for promotion

View the full Action plan

3. History of gender pay gap reports and action plans

Reporting year Submission type Status Action
2026-27 Gender pay gap report Due 30 March 2027 No report available to view
Action plan (optional) Submitted voluntarily View action plan
2025-26 Gender pay gap report Reported View report
2024-25 Gender pay gap report Reported View report
2023-24 Gender pay gap report Submitted late on
15 April 2024 		View report
2022-23 Gender pay gap report Reported View report
2021-22 Gender pay gap report Submitted late on
21 November 2022 		View report
2020-21 Gender pay gap report Reported View report
2019-20 Gender pay gap report Reported View report
2018-19 Gender pay gap report Reported View report
2017-18 Gender pay gap report Reported View report

4. About EBOR ACADEMY TRUST

Registered address
Ebor Business And Training Centre The Leyes, Osbaldwick, York, England, YO10 3PR
Nature of business (SIC code)
Education