March 2026
Gender Pay Gap Statement
Introduction
The Whitgift Foundation known as John Whitgift Foundation (the “Foundation”) is required by law to publish an annual gender pay gap report. This report is based on earnings for those employed by the Foundation on 5 April 2025.
The Foundation is a charity based in Croydon. We educate students across our two schools and provide care for older people in our three care settings. As of 5 April 2025, we employed 896 staff in a wide range of roles across the organisation from care assistants in our care homes, who are predominantly female, to teaching professionals in our schools.
As an equal opportunities employer, the Foundation is committed to the equal treatment of all current and prospective employees and does not condone discrimination on the basis of age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity, or marriage and civil partnership.
The sectors in which we operate
The Foundation aims to attract employees with the right skills and qualifications for the roles within the organisation and pay competitive salaries consistent within the respective sector. As a result, pay varies across the organisation. For example, the rate of pay for care assistants, reflecting wider norms within the social care sector, is comparatively lower than the salaries of teaching professionals within our schools, many of whom hold specialist qualifications and command higher rates of pay. These sector‑driven differences in role types and market rates contribute to some of the variation seen in our gender pay gap results.
Our gender pay gap data as of 5 April 2025 is as follows:
Mean gender pay gap 12.18%
Median gender pay gap 23.51%
| Pay quartiles | Percentage of males | Percentage of females |
| First (lower) quartile | 37% | 63% |
| Second quartile | 41% | 59% |
| Third quartile | 49% | 51% |
| Fourth (upper) quartile | 55% | 45% |
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations.
No bonus payments were made to any employees during the reporting period. Consequently, the mean and median bonus gender pay gap are reported as 0%, and the proportion of male and female employees receiving a bonus is also 0%.
We continue to review the remuneration of our employees across the Foundation to ensure that we maintain parity for work of equal value and positively encourage a gender diverse workforce across all areas of the organisation.
I confirm that the information in this statement is accurate.
Roisha Hughes
Chief Executive