CompaniesInTheUK

SIDNEY STRINGER MULTI ACADEMY TRUST

Company number 06672920 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 0.3% higher than men's (500 to 999 employees).

That puts it in the top quarter for pay parity — closer to an equal median than 88% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 578 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 388 employers 22.5% to 25.0%: 356 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,642 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-10% 0 +10% +20% +30% +40% +50% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 28.1% 2018/19: 24.6% 2019/20: 30.4% 2020/21: 31.4% 2021/22: 36.3% 2022/23: 32.6% 2023/24: 43.5% 2024/25: 45.4% 2025/26: -0.3% Median gap 2017/18: 16.8% 2018/19: 15.1% 2019/20: 15.6% 2020/21: 19.6% 2021/22: 20.3% 2022/23: 17% 2023/24: 20.8% 2024/25: 24.1% 2025/26: -0.3% Mean gap 2017/18: 0% Median bonus gap

The gap has narrowed since the 28.1% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -0.3% -0.3% — 68.8% 92.9%
2024/25 45.4% 24.1% — 68.5% 93.2%
2023/24 43.5% 20.8% — 65.5% 86.5%
2022/23 32.6% 17% — 64.23% 86.96%
2021/22 36.3% 20.3% — 65.2% 92%
2020/21 31.4% 19.6% — 65.9% 88.4%
2019/20 30.4% 15.6% — 69.1% 82.1%
2018/19 24.6% 15.1% — 70.1% 89.9%
2017/18 28.1% 16.8% 0% 63.3% 84.1%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.