Gender Pay Gap Report 2023-24

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees data.

We are required to publish the results on our own website and a government website and have done this within one calendar year of April 5th 2024.

We can use these results to assess:

• The levels of gender equality in our workplace
• The balance of male and female employees at different levels
• How effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

Further details about how we intend to tackle our gender pay gap can be found by talking to your account manager.

You can learn more about Gender Pay Reporting by visiting UK Gender Pay Gap.

The results of our Gender Pay Gap Reporting are shown below with the previous 5 years figures for comparison:-

Please note that in the figures for 'mean' and 'median' calculations a postive value indicates that typically or overall, female employees have a lower pay or bonus than male employees. A negative value indicates that typically or overall, female employees have a higher pay or bonus than male employees.

Supporting Statement

MyPay LTD do not discriminate when hiring employees. Our current workforce is predominately women and accounts for 61% of our employees. However, this is not due to any company policy or process and the mix will vary from year to year. Most of our assignments are sourced through our clients at agreed assignment rates, which is reflected in the pay we make to our employees. The figures for the year 2023-24 show that, in general during this reporting period, female workers were undertaking job roles that attracted a lower assignment rate than male workers. However, it can be seen from looking at previous reporting periods, that this varies from year to year depending on what assignments are available. For example, in previous years the percentages for female workers have been higher than male workers in various categories. All of our employees are eligible for performance rated bonuses and almost all received them. Our company will continue to pursue a policy of treating male and female employees equally.

I confirm that the figures given are accurate and are calculated in accordance with the regulations. Stephen Hollins, Director MyPay LTD.