Equality Diversity

The College is committed to pursuing a policy of equality, diversity and inclusion (EDI) <add a link to the Equality & Diversity Policy here to link with words> for all applicants, students and staff. We offer a variety of family friendly policies, encouraging flexibility of working hours, location and job roles, including part-time, term-time only, and compressed hours as well as offering generous maternity, adoption, shared maternity and paternity leave allowances and support. 

We continually review employment practices to ensure all applicants receive full and fair consideration for all types of vacancies, as well as for training, career development and promotion opportunities.

The College encourages interaction and support in relation to LGBTQI, including student groups and Pride marches, as well as inclusion and awareness of Trans and gender reassignment issues delivered through workshops in the EDI week and during regular tutorial sessions with students.


Disability Confident

The College is certified under the Disability Confident scheme (previously the two tick’s scheme), which is a government scheme that supports and encourages employers to recruit and retain disabled people and those with health conditions, making the most of the talents disabled people can bring to the workplace.  The commitments are to:-

  • Actively look to attract and recruit disabled people communicating and promoting vacancies accordingly.
  • Provide a fully inclusive and accessible recruitment process.
  • Offer interviews to disabled people who meet the essential criteria for the job.
  • Be flexible when assessing job applicants allowing them the best opportunity to demonstrate that they can do the job.
  • Anticipate and provide reasonable adjustments as required.
  • Support (existing and new) employees to manage their disabilities or health conditions enabling them to stay in work.
  • Ensure employees have sufficient disability equality awareness.
  • Promote a culture of being Disability Confident.
  • Encourage suppliers and partner firms to be Disability Confident.
  • Ensure there are no barriers to the development and progression of disabled staff.
  • Ensure managers are aware of how they can support staff who are sick or absent from work.
  • Value and listen to feedback from disabled staff.
  • Review our Disability Confident self-assessment.


Mindful Employer

MINDFUL EMPLOYER is a UK wide initiative run by Devon Partnership NHS Trust, providing employers with easy access to professional workplace mental health training, information and advice to help empower organisations to take a lead in supporting the mental wellbeing of staff. 

Buckinghamshire College Group has signed the nationally recognised “Charter for Employers Positive about Mental Health”.  The Charter is just one part of the MINDFUL EMPLOYER initiative and is a voluntary agreement seeking to support employers in working within the spirit of its positive approach.  Organisations who have signed the charter have agreed to commit to the following values:

  • To provide non-judgemental and proactive support to staff experiencing mental ill-health.
  • To not make assumptions about a person with a mental health condition and their ability to work.
  • To be positive and enabling towards all employees and job applicants with a mental health condition.
  • To support line managers in managing mental health in the workplace.
  • To ensure they are fair in the recruitment of new staff in accordance with the Equality Act (2010).

To make it clear that people who have experienced mental ill-health will not be discriminated against, and that disclosure of a mental health condition will enable both the employee and employer to assess and provide the right level of support or adjustment.

Gender Pay Reporting


Government legislation introduced a requirement for all organisations with over 250 employees to publish data in relation to gender and pay.   There is a requirement to publish this data on a central government portal as well as on our own website. Buckinghamshire College Group is committed to placing equality, diversity and inclusion at the centre of everything we do.

The Pay Gap

The following section shows the results of our analysis. We have followed the legislation and used the ACAS guide ‘managing gender pay reporting’ in coming to these conclusions.

The gender pay gap is calculated as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men’s earnings. For example, a 4.0% gender pay gap denotes that women earn 4.0% less per hour, on average, than men. Conversely, a negative 4.0% gender pay gap denotes that women earn 4.0% more, on average, then men.

The gender pay gap fell from 2017 to 2018, to stand at 8.6% among full-time employees. The gap among all employees is higher (17.9%), driven by more women working in part-time jobs, which are lower paid (an average hourly rate is £9.36 compared with £14.31, excluding overtime, for full-time jobs).

The snap shot data for the College effective March 2018 shows the following statistics.



Hourly rate



% pay gap



















Number of bonuses




Number of staff




Hourly rate

This is the difference in hourly pay of male and female full-time relevant employees per March time period snapshot, expressed as a percentage of the hourly pay of male relevant employees. This means that a positive number indicates men earn more than women and a negative number will mean the reverse.

The Buckinghamshire College Group mean % shows that on average woman are paid more than men by -0.46%. The median result (the mid-point) shows that men are paid 8.33% higher than women.

Overall this shows that the College are paying people according to their job roles and not their gender.


This refers to the bonus pay paid to male and female employees during the 12 months prior to the snapshot date, expressed as a percentage of the bonus pay paid to male relevant employees.  There were 6 men and 5 women who received bonuses at the College during this time period.  This includes, for reporting purposes the £100 ‘you make a difference’ award and performance related pay.

The College has a -90% score in favour of females getting bonuses rather than males, but the median is 0% as the mid-point for both columns was £100.  This data highlights that we have a female Principal and CEO which affects the average ratings.


The relevant employees were organised into evenly sized quartiles based on ranking of all full-pay individuals from highest to lowest by hourly rate of pay. The data focuses on each quartile highlighting the number of full-pay male and females in each quartile as a percentage of the total in the quartile.

Count of Gender

Per quartile

Number of employees

1. Male/total employees per quartile * 100

2. female/total employees per quartile * 100




Grand Total



























Grand Total





The College has more females in every quartile which is not unusual for an Educational establishment where the demographics regularly show a higher proportion of female to male.  Organisations that have a higher percentage of woman in the lower quartile and a higher percentage of men in the higher quartile show that there is a gender pay gap.  The College shows that there is between 50 – 60% of women in each quartile, indicating as per our hourly rate and bonus results that the College does not have a gender pay issue.

Isobel Ellison

Executive Director Human Resources

Read our full Equality, Diversity & Inclusion policy

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