Tees Valley Collaborative Trust
Tees Valley Collaborative Trust has submitted data every year since 2021. 1 of 3 submissions were filed after the deadline.
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Last submission received on Thursday, 21 Mar 2024 at 16:08 UTC.
Overall workforce composition
Deviation from a 50:50 gender split, averaged across all four pay quartiles per year. 0% represents an equal split of men and women; positive values mean more women, negative means fewer women.
Hourly pay gap over time
Positive values indicate women's hourly pay is lower than men's by that percentage. A value of 0 indicates equal pay; negative values indicate women earn more.
Pay quartile breakdown
Each band shows the percentage of that quartile that is male vs female.
Lower quartile bottom 25% of earners
Lower-middle quartile 25–50th percentile
Upper-middle quartile 50–75th percentile
Top quartile top 25% of earners
Bonus pay
Percentage of each gender who received a bonus payment.
Bonus pay gap — positive values indicate women's bonus pay is lower than men's.
Year by year
Each year's submission in full. Most recent year shown first.
2023 Mean pay gap 9.5%
Submitted on Thursday, 21 Mar 2024 at 16:08 UTC.
In this organisation, women earned 83p for every £1 that men earned when comparing median hourly pay.
Women made up 64.7% of the highest paid quarter and 87.0% of the lowest paid quarter.
Pay quartile breakdown
2022 Mean pay gap 8.7%
Submitted on Monday, 27 Mar 2023 at 13:51 UTC.
In this organisation, women earned 78p for every £1 that men earned when comparing median hourly pay.
Women made up 63.6% of the highest paid quarter and 83.6% of the lowest paid quarter.
Pay quartile breakdown
2021 Mean pay gap 14.1% Late submission
Submitted on Monday, 27 Mar 2023 at 13:50 UTC.
In this organisation, women earned 64p for every £1 that men earned when comparing median hourly pay.
Women made up 63.2% of the highest paid quarter and 84.2% of the lowest paid quarter.
Pay quartile breakdown