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Gender Pay Gap

The gender pay gap measures the difference between men and women’s average earnings and is expressed as a percentage of men’s pay.

According to the Office of National Statistics, the overall UK gender pay gap for 2023 is provisionally 14.3%, a slight drop from 2022’s pay gap of 14.9%. This has been steadily declining over time, and in the last decade has fallen by approximately a quarter.

Our latest results are for the snapshot date of 5th April 2023. The information was compiled and calculated by our HR Department, and then reviewed and confirmed by Mike Wilmot, CEO.

Results for 2023

Our Gender Pay Gap as a mean average is 14%
Our Gender Pay Gap as a median average is 1%
Our Bonus Gender Gap as a mean average is 76%
Our Bonus Gender Gap as a median average is 95%
The proportion of Males receiving a Bonus Payment is 15%
The proportion of Females receiving a Bonus Payment is 10%


The proportion of Males and Females in the four quartile bands are: Male Female
Upper Quartile 56.5% 43.5%
Upper Middle Quartile 41.1% 58.9%
Lower Middle Quartile 54.2% 45.8%
Lower Quartile 37.4% 62.6%


Summary for 2022

Headlines about the gender pay gap tend to focus on the median figure, which ignores extremes and is therefore thought to be the most representative measure. It is, however, important to consider all of these figures as each one tells you something different about the underlying causes of the gender pay gap and each one can mask issues that another may highlight.

A big difference between a mean and median pay gap, like we have, indicates that the dataset is skewed – either by the presence of very low earners (making the mean lower than the median), or by a group of very high earners (making the mean bigger than the median). As expected in our industry, the majority of our workforce earn around the national minimum wage, with a small number of senior roles with much higher salaries that skew the mean pay gap to higher than the median.

We remain committed to addressing the gender pay gap and offer the following:

  • Flexible working opportunities that are open to both men and women
  • Regular monitoring and reviews of pay and progression
  • Regular reviewing of individual career development
  • Commitment to nurturing and developing existing talent, promoting from within where we can

We continue with the following activities:

  • Continuing with regular monitoring of salaries and reviews of pay and progression
  • Training of line managers in non-discriminatory recruitment and promotion practices
  • Continued encouragement and development of female staff into management & senior roles

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