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Shrewsbury College

Contents

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).

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

View the full Gender pay report

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2. Taking action to address pay gaps and support employees

Shrewsbury College said:

This action plan has been developed in response to the college's Gender Pay Gap report at 31 March 2026. The college's workforce is 61% female. Analysis of the data shows that the majority of women are employed in part-time lower-paid roles. When the data is broken down into role types, the median hourly rate for male and female teachers is the same, the median hourly rate for female support staff is the same as for male support staff and there is a 2.6% pay gap for women in management roles, including the Senior Leadership Team. The college would like to encourage more women to apply for full-time and more senior roles by monitoring recruitment, development and exit interview data as described in our action plan. The highest proportion of female staff is in the 40+ age range. The college already has a Menopause Policy in place and a range of supportive measures to assist female employees where needed. By monitoring the absence data, use of existing workplace adjustments and flexible working arrangements, we can identify areas for improvement and ensure all employees are aware of the support in place.

Read more about what Shrewsbury College 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).

Shrewsbury College has committed to embedding these actions:

• Encourage applications from a range of candidates
• Encourage employee development through actionable steps
• Review policies and procedures to meet the needs of employees experiencing menopause

Actions they have completed

• Advertise flexible working arrangements in job adverts

View the full Action plan

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3. History of gender pay gap reports and action plans

Reporting year	Submission type	Status
2026-27	Gender pay gap report	Reported	View report
	Action plan (optional)	Submitted voluntarily	View action plan
2025-26	Gender pay gap report	Reported	View report
2024-25	Gender pay gap report	Submitted late on 31 March 2025	View report
2023-24	Gender pay gap report	Reported	View report
2022-23	Gender pay gap report	Reported	View report
2021-22	Gender pay gap report	Reported	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

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4. About Shrewsbury College

• Registered address: London Road, Shrewsbury, SY2 6PR
• Nature of business (SIC code): Education, Public sector