"Like to say a huge thank you to everyone for all their hard work."
"We are grateful for all the measures put in place and the support has been second to none."
"Home learning was clear and easy to follow, topical and expanded on learning to further capture imagination."
"School did amazing with all help through lockdown and gave me massive confidence that all safety measures were put in place for my child to go back."
"Brilliant communication and fantastic support on a daily basis from."
"Please keep up the fab work these are unprecedented times we live in and I think you have done more than enough for the children and young people plus and their families."
"I felt fully informed at all times during Lockdown, by phone calls, messages etc. My worries, concerns about sending my child back to school were answered and I felt happy overall."
"Felt really supported by the school during lock down with weekly phone calls"
"I felt the school was helpful and supportive during the pandemic and considered me and my child's needs and wellbeing constantly."
"School went well above their requirements during lock down. We never felt as if we were on our own, we always knew we could contact someone if needed. All the staff have been amazing during a very difficult time."
"Excellent support from staff. Thank you"
"Thank you .... you're all doing an amazing job"
"Whilst not ideal, you are working hard to keep the children safe and in a stable routine. Thank you."
"Thank you for the updates and the way you keep our children and staff safe."
"Hope you are keeping yourself safe too."
"Well done! Very challenging times for everyone and I think you’re doing great considering no one knows how to deal with this new horrible virus"

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Gender Pay Gap & Equality Act Duty Page Splitter

Gender Pay Gap Equality Act Duty

Any UK organisation employing 250 or more employees has to publicly report on its gender pay gap in six different ways:

  • The mean and median gender pay gaps;
  • The mean and median gender bonus gaps;
  • The proportion of men and women who received bonuses; and
  • The number of men and women according to quartile pay bands.

The gender pay gap shows the difference in the average earnings between all men and women in an organisation.

Gender Pay Gap Equality Act Duty

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.

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– opens in new tab)

2019 Nexus MAT Gender Pay Gap Report (Click here to view– opens in new tab)

2018 Nexus MAT Gender Pay Gap Report (Click here to view – opens in new tab)

Public Sector Equality Duty Page Splitter

Public Sector Equality Duty

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’ 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.

The general equality duty

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:

  • eliminate discrimination, harassment and victimisation and other conduct prohibited under the Act
  • advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
  • foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Having “due regard” 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:

  • how they act as employers
  • how they develop, evaluate and review policy
  • how they design, deliver and evaluate services
  • how they commission and procure from others.