In line with the Equality Act 2010, which requires companies with over 250 employees to disclose their gender pay gap on an annual basis, the Wasdell Group is pleased to announce its latest results. The Group remains committed to closing the underlying gap.

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Pay Information & Gender Split

                                                                                                                              Male     Female

Proportion males/females in each quartile                                         Q1                 68%       32%

                                                                                                           Q2                 47%       53%

                                                                                                           Q3                 21%       79%

                                                                                                           Q4                 22%       78%

Mean gender pay gap                                                                  26%              £15.91      £11.79

Median gender pay gap                                                                11%              £12.22      £10.92

Mean bonus pay gap                                                                     93%          32,000.00   1,279.47

Median bonus gender pay gap                                                     96%          34,000.00   1,279.41

Proportion males/females receiving a bonus payment                                    3%           2%

 

Analysis

As in previous years, The Wasdell Group is required to report its gender pay information as shown above and on the Government website.

Our gender pay gap is 26%. This is a 3% reduction from the previous year. The number of men in quartile one continues to significantly exceed the number of women.  The reasons for this are outside the control of the Company as the company selects and pays all employees on the basis of merit. The Company undertakes to carry out a departmental analysis of gender to ensure that the stated policy of meritocracy is applied.

We have a policy to recruit people of all genders, but we do find there are significantly higher proportions of females applying for roles within the second, third and fourth quartiles.

Notwithstanding the above comment and proposed further departmental analysis, detailed analysis over previous years, which recalculated the gender gap for just the second, third and fourth quartiles, showed the pay gap to be just 0%.

As a Company, we are satisfied that all necessary steps are being undertaken to ensure that positions throughout the Company are filled irrespective of gender.

April 2025.