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Shrewsbury College

Contents

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).

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

View the full gender pay gap report

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2. Latest action plan (2026 to 2027)

Shrewsbury College submitted the following supporting narrative with their action plan:

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 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).

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

• 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

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

• Advertise flexible working arrangements in job adverts

View the full action plan

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3. All gender pay gap reports and action plans

Reporting year	Submission type	Status
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 late on 31 March 2025	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

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4. About Shrewsbury College

• Registered address: London Road, Shrewsbury, SY2 6PR
• Sector: Education, Public sector
• Employee headcount (on 31 March 2026): 500 to 999 employees