Our Academies
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Our staff are our most valuable resource and we spend around 85% of the Government funding we receive on our workforce, in each of our academies. The Trust Collaborative School Improvement Framework places continual professional learning and development at its heart, with our efforts all focused on continually helping our staff be the best they can be so that they can enable our pupils to be the best they can be.
From academic year 2020-21, we have published an annual Workforce Engagement Statement to outline what we have done as a Trust in that year to engage with and support our workforce.
Please use the link(s) below to download a pdf copy:
2023-24 Workforce Engagement Statement
2022-23 Workforce Engagement Statement
Any UK organisation employing 250 or more employees has to publicly report on its gender pay gap in six different ways:
The gender pay gap shows the difference in the average earnings between all men and women in an organisation.
The mean gender pay gap is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. The median gender pay gap is the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees. Nexus MAT does not award bonuses to any staff. Gender pay gap reporting does not mean that organisations have to report on equal pay.
Equal pay is about differences in the actual earnings of men and women doing equal work. Nexus MAT is an equal pay employer, using nationally agreed pay frameworks.
2024 Nexus MAT Gender Pay Gap Report (Click here to view - opens in a new tab)
2023 Nexus MAT Gender Pay Gap Report (Click here to view - opens in a new tab)
2022 Nexus MAT Gender Pay Gap Report (Click here to view - opens in a new tab)
2021 Nexus MAT Gender Pay Gap Report (Click here to view - opens in a new tab)
2020 Nexus MAT Gender Pay Gap Report (Click here to view鈥� opens in new tab)
2019 Nexus MAT Gender Pay Gap Report (Click here to view鈥� opens in new tab)
2018 Nexus MAT Gender Pay Gap Report (Click here to view 鈥� opens in new tab)
The public sector Equality Duty (PSED), part of the Equality Act, came into force in April 2011. It requires organisations to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations.
The duty has a key role to play in making sure that fairness is at the heart of public bodies鈥� work and that public services meet the needs of different groups. It covers a range of public bodies, including academies, schools, NHS organisations, government departments, local authorities, and police authorities.
The duty replaces the three former duties that required government departments, local authorities and other public bodies to take into account gender, race and disability equality both as employers and when making policy decisions and delivering services. The duty standardises this requirement and also extends it to cover age, marriage and civil partnership, religion or belief, sexual orientation, pregnancy and maternity and gender reassignment.
Section 149(1) of the Equality Act 2010 puts various requirements on academies when exercising their functions. The general duty requires academies to have due regard to:
Having 鈥渄ue regard鈥� means consciously thinking about the three aims of the PSED as part of the process of decision-making. This means that consideration of equality issues must influence the decisions reached by academies, such as:
