Practical ways schools can reduce the gender pay gap
Vivienne Porritt, co-founder of WomenEd, vice president of the Chartered College of Teaching and former headteacher, shares some practical ways schools can improve recruitment and help reduce the gender pay gap.
As a former headteacher and chair of governors, I know recruitment decisions form much more than a single appointment. They affect who applies, who progresses, and who stays.
Reducing the gender pay gap in education starts with the decisions schools make every day, especially around recruiting, promoting and retaining staff. Progress is being made across the sector, but there is still more to do. In my experience, even small changes to hiring practices can bring meaningful differences.
Teaching Vacancies is designed to support schools in recruiting fairly and transparently. This guide sets out practical steps schools can take to help reduce the gender pay gap.
Be clear and transparent about pay
The first thing I would look at is pay.
When salary information is unclear, candidates are left to make assumptions. Some will feel confident asking questions or negotiating. Others will not. Over time, this can reinforce current inequalities.
That is why schools should be clear from the start and include the salary range or pay scale in the advert. If there is a Teacher and Learning Responsibility payment, another allowance or a clear progression route, say so. Candidates should understand what is on offer before they apply.
You can do this by:
- including salary ranges or pay scales in job adverts
- being clear about progression routes and leadership pathways
- avoiding reliance on salary negotiation where possible
Use inclusive, gender-neutral language in adverts
The language used in job adverts can influence those who feel encouraged to apply. Adverts do more than describe a role. They also send signals about who the role is for. If the language feels narrow or loaded with assumptions, some people may rule themselves out before they apply.
When thinking about how to create the perfect teacher job advert, I would keep the focus on what is essential. What does the school need this person to do well? What experience is really needed? What could be developed with appropriate support?
Good practice includes:
- avoiding gender-coded language such as “strong leader” or “assertive”, and “nurturing” or “empathetic”
- using neutral alternatives such as “proven leadership skills” or “strong interpersonal skills”
- concentrating on essential skills and experience
- clearly setting out expectations and support available
Reduce bias in shortlisting and selection
Bias can influence recruitment decisions, even where intentions are positive. That is why structured recruitment matters.
Candidates should be assessed against clear criteria, not assumptions or instinct. Where possible, anonymised recruitment can help schools focus on what really matters: skills, experience, and evidence.
This could include:
- using clear, pre-set shortlisting criteria
- removing identifying information where possible
- avoiding questions about previous salary
Schools can review applications submitted through Teaching Vacancies anonymously. This can help schools shortlist candidates based on their skills and experience instead of personal details.
Signal flexible working from the start
Flexible working should not be treated as something to discuss only at the end of the recruitment process.
If a role could be part-time, a job share or open to another working pattern, that should be visible in the advert. This matters for many people, including those with caring responsibilities and those returning to the profession.
When schools are clear about flexibility, they widen the pool of people who can realistically see themselves in the role.
This means:
- advertising part-time, job-share or flexible options upfront
- taking a whole-school approach to flexibility where possible
- being ready to discuss flexibility at different career stages
Support returners and progression into leadership
Women returning to teaching after career breaks and women considering leadership roles can face additional barriers.
Confidence can dip, and assumptions can creep in. That is why it helps when schools use adverts to show not just what they want, but what support they offer.
If there is mentoring, professional development, wellbeing support, or a strong culture of progression, candidates should be able to see that.
Some simple ways to do this are:
- highlighting wellbeing and workload support
- signposting return-to-teaching guidance
- making sure development opportunities are accessible at different career stages
Monitor, review and take action
Reducing the gender pay gap is ongoing work. Schools need to look beyond a single appointment and understand the bigger picture.
It is important to look at who applies, who is shortlisted, who is appointed, who progresses, and who leaves. That is where patterns start to appear, and those patterns can show where action is needed.
You might want to:
- monitor recruitment, retention and progression patterns
- review leadership diversity over time
- publish gender pay gap information where required and use it to inform action plans
Schools are responsible for their employment decisions and must meet their obligations under the Equality Act 2010 and the Specific Duties and Public Authorities Regulations 2017. From April 2026, employers with 250 or more employees can produce and publish a voluntary action plan alongside their gender pay gap data.
Supporting fair recruitment with Teaching Vacancies
Teaching Vacancies is the free, government-run service used by the majority of schools in England. With built-in tools that support transparency around pay, flexible working, and candidate support, it helps schools shortlist fairly, recruit the best staff, and support more inclusive employment practices.
By taking simple, practical steps, schools can strengthen fair recruitment, support progression, and help reduce the gender pay gap across the education sector.
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