AWAZE GENDER PAY GAP REPORT, APRIL 2025
Our gender pay gap report highlights the difference in average pay between male and female employees across our organisation.
The mean gap is determined by adding all salaries and dividing that total by the total number of employees. The median gap is calculated based on the earnings of the middle-paid male and female employees.
At the time of this report, 63% of our team identified as female and 37% as male.
Gender and Bonus Pay Gaps:
| Difference between Men and Women | Mean | Median |
| Gender Pay Gap | 19% | 13% |
| Bonus Pay Gap | 27% | 51% |
Percentage of the team receiving a bonus:
| Female | Male | |
| Received a bonus | 34% | 39% |
| No bonus received | 66% | 61% |
The Pay Quartiles represent the proportion of males and females in each pay quartile:
| Quartile | Female | Male | Female | Male |
| Lower | 71 | 29 | 71% | 29% |
| Lower Middle | 62 | 38 | 62% | 38% |
| Upper Middle | 66 | 33 | 67% | 33% |
| Upper | 51 | 48 | 52% | 48% |
Our pay quartiles highlight the strength of female representation across Awaze, with women forming the majority in three of the four quartiles and nearing equal representation at the highest pay levels.
Our mean gender pay gap is 19% and the median gender pay gap is 13%.
The mean bonus pay gap is 27% and the median bonus pay gap is 51%.
Understanding Our Gender Pay Gap
Our gender pay gap is influenced by several structural and organisational factors. Importantly, it does not reflect unequal pay for equal work, but rather the distribution of roles and seniority across the business.
Key drivers include:
- Representation at Senior Levels: Although we have achieved near gender balance in our upper quartile, increasing female representation within the most senior and highest-paying roles remains key to reducing the overall pay gap.
- Occupational Segregation: lower female representation in some specialist roles.
- Career Progression and Pipeline: progression into senior roles takes time.
- Bonus Structure and Participation: differences driven by role types and eligibility.
During the reporting period, we aligned elements of our legal entity structure, meaning that year-on-year comparisons with the previous year are not possible
Progress Since Our Last Report
- We have continued to invest in supporting female leaders through external development opportunities.
- We expanded Women@Awaze to include all colleagues and allies.
- Our Women in Tech (WIT) network delivered 21 initiatives including an Early Careers Networking Event in Manchester.
- We have encouraged female leaders to share their career experiences and insights internally and externally.
Continuing to Improve
- We continue to enhance family-friendly policies, including maternity support and flexible working.
- We are increasing awareness of menopause and plan to introduce a Fertility Policy.
- We are investing in developing our pipeline of female leaders.
- We track data and evaluate initiatives to ensure effectiveness.
Matthew Price, Chief Executive Officer
Helen Khan, Chief People Officer