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St Swithun’s employs over 330 committed teaching and support staff. Please do have a look at our current career opportunities; we would love you to come and join us. |
St Swithun’s is committed to safeguarding and promoting the welfare of children. All staff are expected to share and support this commitment and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure & Barring Service.
Our Current Vacancies
Prep Head of Sport - Link to apply here
Teacher of PE (maternity cover)- Link to apply here
Domestic Assistant - Link to apply here
- Job description here
Teacher of biology - Link to apply here
Gender Pay Gap
In compliance with regulations introduced in April 2017, St Swithun’s is required to report on the relative pay of female and male employees. These regulations, part of the UK’s efforts to promote equality in the workplace, require employers with more than 250 staff to publish specified gender pay gap information annually. The gender pay gap is defined as the difference in the average hourly pay between men and women within an organisation, expressed as a percentage of men’s pay.
St Swithun’s recruitment policy is designed to ensure the best possible staff are recruited on their merits, abilities, and suitability for the role. We take steps to ensure that all job applicants are considered equitably and consistently. Additionally, we review and benchmark salary scales annually to ensure we offer a fair rate of pay for the work being undertaken. We pay the same rate to women and men for the same job.
As of 5 April 2024, we are pleased to report a decrease in the overall gender pay gap:
- The mean average hourly pay difference between genders is -1.01%, a reduction from 5.5% in the previous reporting period.
- The difference in median (middle) hourly rates of pay between genders is -1.15% (slightly changed from -0.9%).
Additionally, no bonuses were paid during the year to April 2024.
In April 2024, the distribution of male and female employees within each quartile of the pay range was as follows:
| Pay Quartile | % of Maximum | Male | Female |
|---|---|---|---|
| Upper Pay | 75-100% | 35.3% | 64.7% |
| Upper Middle | 50-74% | 17.3% | 82.7% |
| Lower Middle | 25-49% | 19.8% | 80.2% |
| Lower Pay | 0-24% | 41.1% | 58.9% |
I confirm that the calculations are an accurate representation of our position on 5 April 2024.
Karolina Rickard
Head of Finance
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Admissions
Our friendly admissions team is here to guide you through each step from your initial enquiry to final enrollment. For more information on the admissions pathway visit our admissions page.