Gender Pay Gap Report, April 2024

Our pay quartiles show that women make up the majority of positions in lower to mid-band paid roles and more male team members occupy higher-paying positions.

Our mean gender pay gap has increased slightly year on year by 4.67% for the reasons explained below.  We will continue to focus on closing the gap. The median gender pay gap has also risen by 4.25%.

Overall the Awaze gender pay gap has been affected by a small decrease in the number of females across the organisation. It continues to be heavily influenced by the higher number of males in highly paid technical roles and the availability of female candidates in this market. The number of female technical recruits in the reporting period was down year on year.

The mean bonus pay gap shows a slight decrease from 36% to 35% and the median bonus pay gap remains largely unchanged, standing at 64%.

Generally, there were fewer bonus payments paid in comparison with the last reporting period, and the profile of the teams eligible for bonus payments changed.

In addition, the business has undergone some organisational entity changes in this reporting period. This has meant that this year’s male and female pay averages are slightly skewed compared to the last reporting period, i.e. it is not like for like data.

 What progress have we made since our last report?

• The Awaze Leadership team has been reorganised and the number of appointments held by female Executives increased to 37.5%. This represents a 21% increase since the last reporting period.
• Our Women@Awaze group, which previously focused on senior female leaders, has been extended to include mid-level female leaders across the organisation.
• Activities to raise awareness and inspire include; a live company broadcast of our female Chief Growth Officer, interviewed for International Women’s Day. Organised internal team talks with female leaders across the business, and external panel Q&A’s in both our Manchester and Denmark offices.
• The Awaze Women in Tech (WIT) group continues to be a positive force both within the organisation and in its outreach to build grass root level growth in female STEM candidates.

Continuing to make changes for the future:

• Focus on recruitment and retention of female technical team members continues. Although recruitment has reduced this year, we are confident that our efforts in this area will show positive improvements over time. Year-to-date in 2025, women represent over 19% of our technical hires.
• Female and family friendly policies and practices continue to grow. Flexible working practices continue to be supported. The introduction of company maternity pay has been well received and feedback shows that parents, both male and female feel more supported. Understanding of menopause has increased through our policy, along with a WIT community Menopause awareness event and support group, which will be repeated across the business.
• We consistently track our data and metrics, evaluating the effectiveness of our programs, policies, and working practices to ensure we attract and retain top talent.