Gender Pay Gap Reporting
Whilst Sepura continues to take a gender-neutral approach to recruitment, we are committed to addressing the gender imbalance within our industry and continue to maintain an inclusive environment for all of our colleagues. We aim to hire the best person for every role and to pay fair, competitive remuneration for each role.
However, operating in the technology sector, the mix of applicants still tends to skew heavily towards men, reflecting the relative proportions of men and women pursuing careers in hardware and software development. Like many organisations in our industry, the pay quartiles recorded below continue to show we are male-dominated. For there to be a smaller gender pay gap we would have to see the same ratio of men and women in each quartile. This is something we are striving towards but acknowledge the external environment and sector challenges. We are committed to closing the gender pay gap and bringing more women into our organisation and in senior positions by investing in and creating a diverse talent pipeline. In 2023 we increased our enhanced maternity pay provision and we continue to look at ways we can encourage more women to apply to career opportunities with Sepura.
As a part of addressing this, we at Sepura have a responsibility to continue to work within our local communities to support all individuals who would like to have a career in STEM. In 2023 we introduced a Volunteering Policy where employees are able to take up to 2 days of paid volunteering leave each year, with our Volunteering Policy having a focus on promoting STEM careers in schools.
What is the gender pay gap?
The UK gender pay gap is the difference between the hourly earnings of men and women in the company. This includes base pay; allowances and any bonus or other incentive pay such as sales commission.
The gender bonus gap is the difference in the bonus pay received by men and women. Since April 2017, the UK Government has required all companies with over 250 UK employees to annually publish figures on mean and median UK gender pay gap, mean and median gender bonus gap, the proportion of men and women receiving bonuses and the proportion of men and women in each quartile of the organisation’s pay structure.
UK gender pay gap reporting looks at total earnings by gender, which differs from equal pay for equal work, which is a broader legal requirement.
Mean
The mean is calculated by adding up the total pay of employees and dividing by the number of employees in the list. This calculation is completed separately for men and women. While useful, this true average is easily skewed by a small number of high or low earners.
Median
The median is the number which is in the middle of a ranking of pay from lowest to highest. This is broadly understood to be the best representation of typical pay as extremes of low and high pay do not affect the median.
Sepura’s 2023 Figures
This is the second year that Sepura has reported our Gender Pay Gap, April 2022 being the first year we were required to do so since Gender Pay Gap reporting was introduced.
At the snapshot date of 5 April 2023, the gender split of Sepura’s UK team was 82% men and 18% women (in April 2022 the split was 84% men and 16% women).
Sepura had 250 UK-based employees at that date, of whom 248 were relevant full-pay employees for the purposes of Gender Pay Gap reporting.
We have made some progress since our last report, but need to continue to do more:
- Our median gender pay gap has reduced by 8.2%
- Our mean gender pay gap has reduced by 9%
| Gender Pay Gap | Gender Bonus Gap | |||
|---|---|---|---|---|
| 2023 | 2022 | 2023 | 2022 | |
| Mean | 15.1% | 24.1% | 1% | 18.43% |
| Median | 21.7% | 29.9% | 32.4% | 31.3% |
What proportion of UK employees received bonus pay?
100% of eligible employees received a bonus. Some employees were not eligible to receive a bonus payment due to not meeting the length of service requirements in the performance year in which the bonus is calculated.
Results displayed as a table
| Metric | 2023 | 2022 | 23-22 Difference |
|---|---|---|---|
| Median Pay Gap | 21.7% | 29.9% | -8.2% |
| Mean Pay Gap | 15.1% | 24.1% | -9.0% |
| Median Bonus Gap | 32.4% | 31.3% | 1.1% |
| Mean Bonus Gap | 1.0% | 18.4% | -17.4% |
| % Males receiving bonus | 94.0% | 93.0% | 1.0% |
| % Females receiving a bonus | 95.5% | 92.5% | 3.0% |
| Male Lower quartile | 74.2% | 70.3% | 3.9% |
| Male Lower Middle | 77.4% | 85.7% | -8.3% |
| Male Upper Middle | 80.6% | 87.3% | -6.7% |
| Male Top Quartile | 95.2% | 95.2% | 0.0% |
| Female Lower Quartile | 25.8% | 29.7% | -3.9% |
| Female Lower Middle | 22.6% | 14.3% | 8.3% |
| Female Upper Middle | 19.4% | 12.7% | 6.7% |
| Female Upper Quartile | 4.8% | 4.8% | 0.0% |