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The CEC aims to be a good and fair employer and is committed to being a great place to work. Corporate values provide a strong impetus for all policies and interactions. A quarterly staff pulse survey provides feedback on employee engagement.


This section gives more information about CEC’s people, its commitment to equity, diversity, inclusion and wellbeing, its approach to remuneration and commitment to the skills agenda.

 

People

The data below shows the total number of staff and composition.


Staffing analysis, March 2021

Average Annual Headcount

90

Gender*

62% female

38% male

Ethnicity*

31% minority ethnic

69% white

*Self report 31 March 2021 (aligns with Annual Report and Financial Statements)

 

Commitment to equity, diversity and inclusion

The CEC’s commitment to equity, diversity and inclusion (ED&I) aligns strongly with its mission. Successfully helping young people make their best next step requires staff to live these values and is core to expectations of colleagues and to recruitment practices.


The CEC wants and needs a diverse workforce throughout the organisation. Its ED&I commitment for current and prospective colleagues protects against conscious or unconscious discrimination on the basis of age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity and marital or civil partnership status. The CEC’s ED&I committee is staff led and provides advice to the Senior Leadership about how to make the organisation more inclusive, more equitable and more diverse.

 

Commitment to staff wellbeing

The CEC is committed to staff wellbeing and has a vibrant Mental Health and Wellbeing Committee, whose purpose is to ensure all employees to thrive at work. Their vision of success is that:

  • Staff are proud to be a part of the CEC because it is a place where people thrive in an environment of ambition, caring and celebration.
  • Staff physical and mental wellbeing have equal value.

The Mental Health and Wellbeing Committee takes a preventative approach to mental ill health by taking embedded, holistic and quality actions.


Approach to remuneration

The CEC’s approach to remuneration ensures objectivity, openness and accountability, recognising the importance of having a fair, equitable, transparent and affordable policy to determine the pay of all employees. All decisions take account of the relevant conditions of service and statutory requirements. The CEC’s remuneration principles are:

  • The pay for each employee is determined with reference to the individual role and responsibilities, a view of the relevant market rate, individual performance, and overall affordability.
  • Equal pay for equal work, by ensuring that pay systems meet legislative requirements and actively work towards reducing any unjustified pay gaps.
  • Annual salary bands provide the overall financial structure, supported by the performance review process to inform individual pay decisions which are calibrated.

The CEC’s salary bandings and pay setting arrangements are benchmarked to the Civil Service and in particular the Department for Education. Staff benefits are benchmarked against the non-profit sector.

Pay analysis, March 2021

Fair pay ratio*

2.66

Gender pay gap**

-0.01%

*Fair pay ratio: highest paid staff member salary band as a multiple of median salary.
**Gender pay gap: mean average variances from reference group. Gender pay gap is based on male: female comparison.

 

Senior staff salaries

Salary Band

2019/20

2020/21

£70,000-79,999

4

2

£80,000-89,999

2

3

£90,000-99,999

2

2

£100,000-109,999

1

2

£110,000-119,999

0

0

£120,000-129,999

0

0

£130,000-139,999

1*

1

*On maternity leave during this period

 

Commitment to the skills agenda

The skills agenda is strongly aligned with the CEC’s mission. There are clear links between learning, engaged employees and ultimately, productivity.

The CEC offers apprenticeship, internship and work experience opportunities to enable people to develop the skills, knowledge, and confidence they need to be successful in the workforce. It is committed to having a minimum 5% of the workforce as apprentices, interns and people on work experience opportunities. The CEC apprenticeship schemes allow all ages to take part.