As a Multi Academy Trust with over 250 employees Cidari Education Limited is required to publish our Gender Pay Gap in line with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
The Gender Pay Gap (GPG) involves carrying out calculations which show the difference in the average pay of men and women in the Trust across all posts. This report is based on data from a snapshot date of 31st March 2021.

The Gender Pay Gap is a high level, non-adjusted indicator of male and female earnings which
is affected by workforce distribution and composition.

The workforce is predominantly female therefore the gap between the ‘average’ female hourly rate of pay and the ‘average’ male hourly rate of pay is significantly affected. The Trust believes all women and men are paid an equivalent salary for the same job role. Whilst opportunities are open to all staff, those who apply to work in roles within the lower quartiles (lunchtime supervisors/teaching assistants/ administration/ cleaning staff), are overwhelmingly female.

As a Trust we follow the national pay and conditions arrangements for teaching staff, following the STPCD and applying the ‘Burgundy Book’ terms and conditions. For support staff the ‘Green Book’ terms and conditions apply and the Trust applies the NJC national pay scales against job roles and descriptions approved through recognised job evaluation schemes. The Trust has a Trade Union Recognition Agreement in place with all the major teaching and support staff trade unions, who are consulted in all pay policy matters through regular formal committee meetings.

Cidari Multi Academy Trust supports our staff with a number of family friendly provisions such as flexible and part time working, which our (predominantly female) employees (including senior leaders) choose to apply for. The majority of school based support staff are also term time only. There are far more female applicants for these roles than there are male. The overall gender pay gap therefore reflects workforce composition rather than pay inequalities.

As a Diocesan Trust, values of fairness and equality are promoted and upheld at all levels at every opportunity. Whilst we have confidence that our processes and systems operate in full transparency and parity, as a senior leadership team with the support and guidance of our Board we will continue to monitor our GPG along with other factors to ensure we are consistently improving in this area.

To view the report and accompanying narrative please click here.

Diocese of Blackburn