Design note 4 - what do we mean?

In addition to the similarities between our new icon and the real Northern Lights, we particularly liked some of the themes the Northern Lights icon represented, namely:

  • Uniqueness
  • Reaching for high standards
  • Our Trust on a journey to Remarkable
  • Whether you are a student, a teacher or a trusted partner, everyone is on a unique journey, one that will take them to new places and opportunities.

Design note 3 - a bold look

To complement our dynamic new Northern Lights icon, we needed a strong colour pallette and confident, contemporary font.
The contrasting yet complimentary colours in our logo symbolises our value of diversity and unity. We often talk about 'the same but different' at Beckfoot Trust to acknowledge that whilst we have a very clear One Trust identity and clarity on what remarkable means, we also know that one size does not always fit all. 

Design note 2 - our Northern Lights

Perhaps the most important part of our new Beckfoot Trust logo is the icon, shown to the right here.

We call it our Northern Lights.

In nature, the Northern Lights are seen as something unique and truly Remarkable that are associated with the North.

Our Northern Lights icon represents The Beckfoot Trust which is also on a constant journey to Remarkable and is strongly associated with the North of England.

As part of our ongoing Journey to Remarkable we felt it was important to give The Beckfoot Trust a strong, confident and contemporary logo and brand that was worthy of an organisation with such high standards and aspirations.

The new Trust logo was a departure from the previous logo style and was definitely designed with the future in mind.

Gender, Disability and Ethnicity Pay Gap Reporting

Introduction

At Beckfoot Trust, we are committed to creating a diverse, inclusive and equitable workplace where all colleagues can grow and succeed. We believe that transparency is key to driving progress, and inclusion is central to delivering our People First Charter and improving outcomes for the communities we serve.

Why publish these reports?

Publishing our Gender, Ethnicity and Disability Pay Gap reports, helps us hold ourselves accountable for creating a fairer and more inclusive organisation. They allow us to identify and address structural barriers that influence pay and progression, measure the impact of our inclusion strategies year-on-year, and focus our eff orts where they can make the greatest difference.

Gender pay gap reporting is a statutory requirement for employers with more than 250 staff under the Equality Act 2010 (Gender Pay Gap Information Regulations 2017), and we have reported annually since 2017. Disability and Ethnicity pay gap reporting are not legal requirements, but voluntary disclosure aligns with our Equity, Diversity and Inclusion practices.

Our Pay Report

“Beckfoot Trust is committed to providing high quality teaching and learning for our pupils. We recognise that by valuing and promoting equal opportunities in employment for all employees and job applicants and avoiding unlawful discrimination in employment and delivery of services, we will be able to deliver first class education and value the differences workforce brings to the Trust.”

Our Trust EDI Policy

Gender Pay Gap

In the Beckfoot Trust, women earn 56p for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 44% lower than men’s. When comparing mean hourly pay, women’s mean hourly pay is 22% lower than men’s.

Beckfoot Trust has a higher proportion of females in every quartile, including the upper quartile. No bonuses were paid to any employee during the reporting period. The gender pay gap is defined as the difference between the average (mean) and the actual midpoint (median) hourly rate of male and female employees.

Ethnicity Pay Gap

In the Beckfoot Trust, Minoritised Ethnic staff earn 79p for every £1 that white staff earn when comparing median hourly pay. Their median hourly pay is 21% lower than white colleagues’ pay. When comparing mean hourly pay, Minoritised Ethnic staff mean hourly pay is 11% lower than white staff pay.

The data shows there is a greater proportion of white staff than Minoritised Ethnic staff in each quartile, with the highest Minoritised Ethnic representation happening in the lower quartile.

Disability Pay Gap

In our Trust, non-disabled staff earn £1 for every £1 that colleagues who are disabled earn when comparing median hourly pay. On average, colleagues who have declared a disability earn slightly less per hour than those who have not. However, when teaching and support roles are analysed separately, teaching roles show a smaller gap in favour of non-disabled colleagues, while support roles show a gap in favour of colleagues who havedeclared a disability.

Historical Data

Gender pay gap reporting is a statutory requirement for employers with more than 250 staff under the Equality Act 2010 (Gender Pay
Gap Information Regulations 2017), and we have reported annually since 2017.

Disability and Ethnicity pay gap reporting are not legal requirements, but voluntary disclosure aligns with our Equity, Diversity and Inclusion
practices.