Gender Pay Gap

Gender Pay Gap Reporting 2024

Introduction

The figures for the 2024 Gender Pay Gap Reporting are shown below. Figures are taken from 5 April 2024 and include all contracted staff employed on that date and all casual workers whose services were engaged on that day.

Commentary

In 2022 – 23 we have seen a return to a more normal profile of pay gap (with higher pay for female employees than male employees), as we have returned to more usual operating practices within our Centres following the lockdown period and covid restrictions in 2021/2022.

In 2023-4 we have seen a continuation of last year’s profile of a normal pay gap (higher pay for female employees than male employees), with female pay differential to male widening in comparison to last year.

As before, the employee profile of Circadian Trust is dominated by high levels and increased numbers of part time teaching and coaching staff predominantly filled by female workers. This accounts for the differentials in the quartiles and both the mean and median rates.

However, this does not mean that there in any inequality in rates of pay and we continue to see males and females being paid the same hourly rates when performing the same roles throughout the organisation.

As a not-for-profit distributing registered charity, no bonuses were paid.

1. Mean Gender Pay Gap

	Male	Female	Differential
Mean	£11.87	£13.66	-15.07%

2. Median Gender Pay Gap

	Male	Female	Differential
Median	£10.92	£12.18	-11.54%

3. Mean Bonus Gender Pay Gap

	Male	Female	Differential
Mean	–	–	–

4. Median Bonus Gender Pay Gap

	Male	Female	Differential
Median	–	–	–

5. Proportion of Males Receiving a Bonus Payment:

Male: –

6. Proportion of Females Receiving a Bonus Payment:

Females: –

7. Proportion of Males and Females in each Quartile Pay Band

	Male	Female
Quartile 1	50.64%	49.36%
Quartile 2	41.28%	58.72%
Quartile 3	42.98%	57.02%
Quartile 4	26.84%	73.16%

2023 Gender Pay Gap Reporting