Gender Pay Gap
MBA is proud to be a responsible business that believes in the economic empowerment of both men and women to drive our business’ growth
Created: 2025
Latest Review/Update: 15/07/2025
Version: 7
Introduction
Introduction As of 4th April 2018, all employers in the UK with 250 or more employees must publicly report their gender pay gap, explain any differences that exist and outline what they are doing to address them.
Gender Pay Gap 2025
The report below reflects the gender pay gap within MBA Group Ltd (MBA) in the financial year of 2024/25 (2025). It measures the difference between the average earnings of all male and female employees, irrespective of their role, length of service or seniority.
Data Set: 6th April 2023 to 05th April 2024
MBA Gender Pay Gap
Our mean gender pay gap is 22%
Our median gender pay gap is 24%
MBA Employee Gender Balance
Total number of employees = 347
Total number of male employees = 247 (71.18%)
Total number of female employees = 100 (28.81%)
MBA Gender Bonus Gap
Our mean gender bonus gap is 75%
Our median gender bonus gap is 30%
Proportion of employees receiving a bonus
Men: 15%
Women: 8%
MBA Salary Quartiles
Upper quartile (high earners)
No. of Women 18
No. of Men 69
Female 21%
Male 79%
Upper middle quartile
No. of Women 15
No. of Men 72
Female 17%
Male 83%
Lower middle quartile
No. of Women 29
No. of Men 58
Female 33%
Male 67%
Lower quartile (low earners)
No. of Women 38
No. of Men 48
Female 44%
Male 56%
How will MBA improve its gender pay gap?
We know that it will take time to change the make-up of our workforce. We are committed to taking action to reduce our gender pay gap and we recognise that there is work for us to do. We will achieve this by focusing on the following areas:
Succession Planning
We are looking into ways in which a more even gender balance across senior roles can possibly be achieved as part of our business’ succession planning.
Apprenticeships
We are conscious that we operate across many “male dominated” industries and that the gender balance across the whole of our business is one of the main factors for our high gender pay gap. To counter this, we will proactively work to attract more women into our business through our apprenticeship schemes.
Learning and Development
All employees at MBA already have access to both internal and external training but we will do more to ensure that both academic and hands-on training courses feature more prominently as part of our Continuous Professional Development (CPD) programmes.
We confirm that the data in this report is accurate.
Dale Coveney, Group Finance Director
15/07/2025
