Created: 2018
Latest Update: 2022
Version: 5

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 2023

The report below reflects the gender pay gap within MBA Group Ltd (MBA) in the financial year of 2022/23 (2023). 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 2022 to 5th April 2023

MBA Gender Pay Gap

Our mean gender pay gap is 23.97%
Our median gender pay gap is 28.78%

At 23.97%, MBA’s mean gender pay gap is higher than the UK average of 15.4%.

Our gender pay gap is not an equal pay issue. We know that across our business, men and women are paid equally for fulfilling equivalent jobs and roles.  

Our relatively high gender pay gap is related to the fact that MBA operates in traditionally “male dominated” industries such as Data Processing and Manufacturing.

MBA Employee Gender Balance

Total number of employees = 286
Total number of male employees = 212 (74.1%)
Total number of female employees = 74 (25.9%)

MBA Gender Bonus Gap

Our mean gender bonus gap is 45.7%
Our median gender bonus gap is 0%

Proportion of employees receiving a bonus

Men: 85.14%
Women: 93.87%

Our gender bonus gap is also driven by the fact we have more men than women across all areas of our business, but in particular, a much higher percentage of men in the most senior roles (83.1% vs 16.9%).

MBA Salary Quartiles

  No. of Women No. of Men % Female % Male
Upper quartile (high earners) 12 59 16.90% 83.10%
Upper middle quartile 11 60 15.49% 84.51%
Lower middle quartile 13 59 18.06% 81.94%
Lower quartile (low earners) 38 34 52.78% 47.22%

Fewer women than men occupy senior technical and specialist roles as a result of fewer women applying for these roles.

Gender Pay Gap 2022

The report below reflects the gender pay gap within MBA Group Ltd (MBA) in the financial year of 2021/22 (2022). 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 2021 to 5th April 2022

MBA Gender Pay Gap

Our mean gender pay gap is 29.47%
Our median gender pay gap is 35%

At 29.47%, MBA’s mean gender pay gap is higher than the UK average of 15.4%.

Our gender pay gap is not an equal pay issue. We know that across our business, men and women are paid equally for fulfilling equivalent jobs and roles.  

Our relatively high gender pay gap is related to the fact that MBA operates in traditionally “male dominated” industries such as Data Processing and Manufacturing.

MBA Employee Gender Balance

Total number of employees = 291
Total number of male employees = 211 (72.5%)
Total number of female employees = 80 (27.5%)

MBA Gender Bonus Gap

Our mean gender bonus gap is 87.08%
Our median gender bonus gap is 26.67%

Proportion of employees receiving a bonus

Men: 22.27%
Women: 10%

Our gender bonus gap is also driven by the fact we have more men than women across all areas of our business, but in particular, a much higher percentage of men in the most senior roles (87.7% vs 12.3%).

MBA Salary Quartiles

  No. of Women No. of Men % Female % Male
Upper quartile (high earners) 9 64 12.33% 87.67%
Upper middle quartile 12 60 16.67% 83.33%
Lower middle quartile 18 55 24.66% 75.340%
Lower quartile (low earners) 41 32 56.16% 43.84%

Fewer women than men occupy senior technical and specialist roles as a result of fewer women applying for these roles.

Gender Pay Gap 2021

The report below reflects the gender pay gap within MBA Group Ltd (MBA) in the financial year of 2020/21 (2021). 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 2020 to 5th April 2021

MBA Gender Pay Gap

Our mean gender pay gap is 28.10%
Our median gender pay gap is 34.03%

At 28.10%, MBA’s mean gender pay gap is higher than the UK average of 15.4%.

Our gender pay gap is not an equal pay issue. We know that across our business, men and women are paid equally for fulfilling equivalent jobs and roles.  

Our relatively high gender pay gap is related to the fact that MBA operates in traditionally “male dominated” industries such as Data Processing and Manufacturing.

MBA Employee Gender Balance

Total number of employees = 292
Total number of male employees = 210 (72%)
Total number of female employees = 82 (28%)

MBA Gender Bonus Gap

Our mean gender bonus gap is 91.80%
Our median gender bonus gap is 66.15%

Proportion of employees receiving a bonus

Men: 24.29%
Women: 23.17%

Our gender bonus gap is also driven by the fact we have more men than women across all areas of our business, but in particular, a much higher percentage of men in the most senior roles (86.3% vs 13.7%).

MBA Salary Quartiles

  No. of Women No. of Men % Female % Male
Upper quartile (high earners) 10 63 13.70% 86.30%
Upper middle quartile 13 60 17.81% 82.19%
Lower middle quartile 20 53 27.40% 72.60%
Lower quartile (low earners) 39 34 53.42% 46.58%

Fewer women than men occupy senior technical and specialist roles as a result of fewer women applying for these roles.

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.

Paul Biggs, Finance Director
31st May 2022