Statutory Information

Modern slavery is a criminal offence under the Modern Slavery Act 2015 and encompasses slavery, servitude, human trafficking and forced labour, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. We aim to prevent opportunities for modern slavery to occur. This applies to all individuals working for or with Thomas Keble in any form, including our supply chain, contractors, employees and all other business partners.

The following key policies and documentation detail our approach to protecting our pupils and staff from modern slavery and ensuring our supply chains are free from modern slavery. These include:

• Employee Quick Guide;
• Equality & Diversity Policy;
• Safeguarding Children in Education Policy;
• Safer Recruitment Policy;
• Whistle blowing Policy;
• Procurement and Contracts;
• Supplier Terms and Conditions.

We recognise as a school that there are two main avenues of risk through which modern slavery could impact the organisation. The first is through matters of a safeguarding nature which covers child sexual exploitation or human trafficking which can directly impact our pupils. This also potentially affects the staff of our contractors. The second is our supply chain and the vendors we contract.

Procurement and supply chain

We are committed to ensuring that there is transparency in our business and our approach to tackling modern slavery is consistent with our obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business partners and we are evolving and updating our procurement and contracting processes to include specific prohibitions against the use of forced, compulsory and trafficked labour, or anyone held in slavery or servitude, whether adults or children. We expect our suppliers to hold their own suppliers to the same high standards. The biggest risk to our organisation of falling foul of the Modern Slavery Act is through our procurement of goods and services. Whilst we cannot 100% guarantee supplier adherence with the requirements of the Modern Slavery Act we will endeavour to eliminate the risks as much as possible. We will do this by ensuring that our procurement processes, supplier code of conduct and contractual terms include specific provision relating to the Modern Slavery Act.

Safeguarding

Modern Slavery and trafficking are both forms of abuse and therefore our safeguarding policies and procedures should be followed. All frontline employees receive multi-agency Safeguarding Children training which incorporates modern slavery. These employees have an individual responsibility for ensuring that they are familiar with the signs and indicators and that they are aware of our Safeguarding policies and procedures so that they are able to respond appropriately. Line managers must ensure that safeguarding training is kept up to date

Reviewed December 2025, next update September 2026

Trade union reps are entitled to paid time off to get training and do their work as reps (as shop stewards, health and safety or union learning reps or other trade union officials).

Reps are entitled to reasonable paid time off to do their union work as long as the union is:

• independent
• officially recognised by the employer to represent union members in negotiations on things like pay and terms and conditions

Examples of trade union duties reps have the right to paid time off for are:

• negotiating pay, terms and conditions
• helping union members with disciplinary or grievance procedures including meetings to hear their cases
• going with union members to meetings with their line manager to discuss flexible working requests
• discussing issues that affect union members like redundancies or the sale of the business

Union learning reps have the right to paid time off to:

• analyse the learning or training needs of union members
• give information and advice about learning or training
• arrange or encourage learning or training
• discuss their activities as a learning representative with their employer
• train as a learning representative

For the year 2024-25, the Union Rep at Thomas Keble has not taken time off from their role at Thomas Keble to fulfil their Union work.

Reviewed December 2025, next update due September 2026

At Thomas Keble School, we are committed to the highest standards of governance and financial accountability. Our Board of Trustees provides strategic leadership and ensures that resources are managed effectively to deliver the best outcomes for our students.

We operate within a clear governance structure, supported by robust policies and procedures, to maintain transparency and integrity in all decision-making. Trustees monitor performance, oversee risk management, and ensure compliance with statutory and regulatory requirements.

As part of our commitment to openness, we publish key documents including our Trust Annual Report and Audited Accounts, which detail our financial performance and stewardship of public funds. You can access these reports below and via Companies House. We also provide information below on our Funding Agreement, Articles of Association, and on our Trustees and Members page, a Register of Interests for trustees and members.

Our approach reflects our dedication to responsible financial management and strong governance, ensuring that every pound spent contributes to the success and wellbeing of our students.

Our Finance Professional is Mrs Sara Papps, and they can be contacted at finance@thomaskeble.gloucs.sch.uk

Paper copies may be requested by contacting the school at admin@thomaskeble.gloucs.sch.uk

The Department for Education (DfE) requires academy trusts to publish the number of employees whose benefits exceeded £100,000, in £10,000 baandings, for the previous academic year to 31 August.

This information must be presented on the trust's website in a readily accessible form.

Publishing financial data demonstrates:

• Transparency: Parents, carers, and stakeholders can see how funds are managed.
• Accountability: Trusts and schools show responsible use of public money.
• Compliance: Meeting statutory guidelines set out in the Academy Trust Handbook and the requirements for maintained schools.

This is not just about meeting a legal requirement—it’s about making financial reporting accessible, understandable, and meaningful for your school community.

For the year 2024- 25, the number of employees whose gross annual salary (including benefits) exceeded £100,000 presented in £10,000 bandings was as follows:

• £130,000 to £140,000 1 member of staff
• £120,000 to £130,000 0 members of staff
• £110,000 to £120,000 1 member of staff
• £100,000 to £110,000 0 members of staff

Updated September 2025, next update due September 2026

The gender pay gap is the difference between the average pay of men and women in an organisation. As an employer with less than 250 employees, we are not required to report on this. However, we choose to provide this information and a supporting narrative.

Gender pay gap is calculated on the average hourly pay, this is as follows:

The gender pay gap within the school is influenced by several factors. The majority of support staff, who occupy roles at the lower end of the pay scale, are female. At the same time, the highest-paid positions in the school—such as the Headteacher and Deputy Headteacher—are both held by men. A further breakdown shows that the gender pay gap among teaching staff is smaller; however, this figure is still skewed by the fact that the Headteacher and Deputy Headteacher are male.

For support staff, the gender pay gap still favours male employees. This is primarily due to the small number of male support staff (7), including one senior member who earns significantly more than the others. In contrast, there are 39 female support staff. While some female staff earn more than male colleagues, this impact is diluted by the larger number of female employees. Overall, only 18% of support staff are male.

Use this service to find gender pay gap data for organisations in the UK, provided by the government: Find and compare gender pay gap data - GOV.UK

Updated December 2025, review December 2026.

Ofsted visited the Academy on the 3rd and 4th July 2023.

The outcome was that Thomas Keble School continues to be a good school.

We have not been inspected since July 2023 and our next inspection is due in July 2027.

It was also judged to be good in November 2014 and again in December 2017.

"Thomas Keble School continues to be a good school."

When a school is judged to be good, Ofsted normally go into the school about once every four years to confirm that the school remains good. This is called an ungraded inspection, and it is carried out under section 8 of the Education Act 2005.

Ofsted do not give graded judgements on an ungraded inspection.

Leaders have created a nurturing environment which supports pupils to learn and achieve well.

Pupils are polite and respectful.

However, if Ofsted find evidence that a school would receive a higher or lower grade, then the next inspection will be a graded inspection, which is carried out under section 5 of the Act. Usually this is within one to two years of the date of the ungraded inspection.

If Ofsted have serious concerns about safeguarding, behaviour or the quality of education, they will deem the ungraded inspection a graded inspection immediately.

The full report is provided as a PDF below.

Pupils’ behaviour is calm and friendly. 

Disruption to learning is rare.

The link to the latest and previous Ofsted reports is: 

Thomas Keble School - Open - Find an Inspection Report - Ofsted

The July 2023 inspection included 178 Parent View responses, and the data is available at this link: Thomas Keble School | Ofsted Parent View

To request a paper copy of our latest Ofsted report, please contact admin@thomaskeble.gloucester.sch.uk for details.