Gender Pay Reporting

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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 2025