A series of activities aimed at closing the gender pay gap and improving teachers’ salaries

External practice
NASUWT protests about national pay in London
NASUWT protests about national pay in London




The government.

Reason it was developed

Since 2010, Secretaries of State for Education have claimed that the gender pay gap in teaching is reducing or has even ended. The Department for Education (DfE)’s School Workforce Census (SWC) data on teachers’ pay for 2016/17, published in July 2017, shows that: • The average woman classroom teacher’s salary is £35,600. The average male classroom teacher’s salary is £36,500. The male classroom teacher’s premium is £900. • The average woman school leader’s salary is £53,200 and the average male school leader’s salary is £57,600. The male school leader’s premium is £4,400. Thus, the union considers that the gender pay gap is a reality for women teachers. NASUWT research findings show that from 2010 to 2016 men were more likely than women to be in senior posts. For all teachers in work, male wages were higher than female. Annual average median wages for teachers fell between 2010 and 2016. Female wages declined slightly relative to those of men over this period. Statistical models revealed a strong tendency for women to earn less than men, having taken other factors into account. Being a woman is a strong factor in depressing earnings as a teacher.


• The NASUWT campaigns for all salaries in state funded schools to be regulated. The NASUWT campaigns for all schools to be covered by the Gender Pay Gap Reporting Regulations. The NASUWT has campaigned for the lifting of the pay cap for short-term supply teachers in Scotland which was in place from 2011 to 2017. This overwhelmingly benefits women who wish to work flexibly. • A national trade dispute with governments and administrations has been in place across the UK on pay, pensions, working conditions and jobs since 2011 which resulted in a continuous programme of action short of strike action. • The union has also commissioned independent research on pay and pensions – evidence gathering. • It undertakes an annual pay survey of members across the UK to identity equality disparities. • The union is also campaigning for greater use of flexible working policies for work-life balance - such as job share, part time working senior leadership positions, advice for members on securing job share and part time working. • The union has also developed model pay policies and checklists for negotiators.


The union is working towards changing the pay scales, calling for more equal pay for male and female teachers and supports its members in negotiating salaries.


Funded from internal union funds.


United Kingdom
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