Gender Pay Reporting

Last Updated
May 30, 2025

Introduction

From April 2017, all organisations that employ over 250 are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The gender pay gap is defined as the differences in the average earnings of men and women over a standard time, regardless of their role seniority. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation.

The figures reported must be calculated using the ‘snapshot’ date of 5th April each year. Organisations must publish their report within a year of this date. This report therefore analyses data from 5th April 2024.

Summary

This is the first year that we have had the data and responsibility for Agiito so cannot comment on progress against last year.

For Clarity our results for 2024 show a further decrease in the Gender Pay Mean Gap for Clarity with the median pay gap slightly favouring females for the first time.  

During 2024 we have updated and audited our salary bands and we are compliant with equal pay legislation – however for Gender Pay purposes our employee population is predominantly female with a 69% representation rate and as the quartile results show these are mostly in the lower three quartiles which impacts the mean pay rate. Our top quartile is nearly even in terms of male to female earners which reflects our commitment to female leadership.

The proportion of male and females receiving bonuses in 2024 is slightly in favour of females, however the female demographic again means that the bonus mean is in favour of males.

Gender Analysis

Whole company % gender split

Year % Male % Female
2022 31.06% 68.94%
2023 31.28% 68.72%
2024 (Clarity) 32.57% 67.43%
2024 (Agiito) 29.60% 70.40%

Gender Pay Reporting

The mean gender pay gap is the difference between the average of men’s and women’s hourly rate pay.

The median gender pay gap is the difference between the midpoints in the ranges of men’s and women’s hourly rate pay. The median represents the middle point of a population. If you separately lined up all the women and all the men in a company in order of hourly pay, the median pay gap is the difference between the hourly pay rate for the woman in the middle of the data compared to that of the man in the middle of the data.

Year 2022 2023 2024 Clarity 2024 Agiito
Mean gender pay gap 29.6% 22.9% 20.1% 24.6%
Median gender pay gap 15.7% 8.4% -0.6% 11.9%
Mean bonus pay gap 51.9% 65.4% 63.5% 47.8%
Median bonus pay gap 37.7% 45.6% 32.3% 77.7%
Proportion male receiving bonus 30.6% 80.5% 85.1% 28.2%
Proportion female receiving bonus 44.6% 87.7% 90.1% 18.2%

Quartile Pay Bands

Quartile pay bands divide a workforce into four equal groups based on their pay, from the lowest to the highest paid. This division allows for a more granular analysis of pay differences within an organisation, helping identify potential areas of concern or inequality.

  • Lower Quartile = 0-25%
  • Lower Middle Quartile = 25-75%
  • Upper Middle Quartile
Quartile pay bands 2022 Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile
Male 27% 24% 28% 49%
Female 73% 76% 72% 51%
Quartile pay bands 2023 Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile
Male 26% 27% 22% 45%
Female 74% 73% 78% 55%
Quartile pay bands 2024 Clarity Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile
Male 26% 27% 22% 45%
Female 74% 73% 78% 55%
Quartile pay bands 2024 Agiito Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile
Male 26% 27% 22% 45%
Female 74% 73% 78% 55%

Jane Harrington
Group HR Director
May 2024