CompaniesInTheUK

UNITY SCHOOLS PARTNERSHIP

Company number 07400386 ·

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Gender pay gap

In the 2026/27 reporting year, women's median hourly pay here was 33.3% lower than men's (1000 to 4999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 6% 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.

0 +10% +20% +30% +40% +50% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2026/27 2017/18: 52.5% 2018/19: 45.1% 2019/20: 43.8% 2020/21: 47.7% 2021/22: 48% 2022/23: 41.9% 2023/24: 42% 2024/25: 43.1% 2025/26: 36.3% 2026/27: 33.3% Median gap 2017/18: 35.3% 2018/19: 29.5% 2019/20: 27.9% 2020/21: 26.3% 2021/22: 23.9% 2022/23: 22.9% 2023/24: 25.4% 2024/25: 25.7% 2025/26: 20.9% 2026/27: 18.1% Mean gap 2017/18: 0% 2018/19: 0% Median bonus gap

The gap has narrowed since the 52.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2026/27 33.3% 18.1% — 70.8% 88.3%
2025/26 36.3% 20.9% — 69.5% 89.4%
2024/25 43.1% 25.7% — 66.8% 92.8%
2023/24 42% 25.4% — 67.2% 93.1%
2022/23 41.9% 22.9% — 67.4% 80.1%
2021/22 48% 23.9% — 66.8% 90.2%
2020/21 47.7% 26.3% — 67.9% 92.5%
2019/20 43.8% 27.9% — 65.5% 95.1%
2018/19 45.1% 29.5% 0% 66.3% 87%
2017/18 52.5% 35.3% 0% 63% 89%

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.