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Gender Pay Gap Reporting
Sepura continues to take a gender-neutral approach to recruitment and we are committed to addressing the gender imbalance within our industry. We continue to maintain an inclusive environment for all our colleagues, we aim to hire the best person for every role and to pay fair, competitive remuneration.
Operating in the technology sector, and particularly with regards to the niche technologies we work with, the mix of applicants still skews very 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 show we are very 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.
We remain committed to closing the gender pay gap and bringing more women into our organisation, and in senior positions, by investing in and maintaining a diverse talent pipeline. We continue to look at ways we can encourage more women to apply for career opportunities with Sepura. We’re committed to early career initiatives and outreach efforts aimed at encouraging and inspiring young people – especially underrepresented women – to explore STEM careers, and this year we are launching a new Apprenticeship scheme.
We work with our local communities and external networks to support those individuals wishing to pursue careers in STEM, including focusing on school pupils and students to encourage them to study STEM subjects which could lead to careers in engineering and technology. We offer volunteering opportunities for all of our employees to act as STEM Ambassadors, and to work with other volunteering bodies.
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 2025 Figures
At the snapshot date, Sepura had 269 UK based employees, of whom 265 were relevant full pay employees for the purposes of Gender Pay Gap reporting.
Our gender pay gaps have decreased slightly since our 2024 report:
• Our mean gender pay gap has decreased by 1.45%
• Our median gender pay gap has decreased by 2.18%
| Gender Pay Gap 2025 | Gender Pay Gap 2024 | Gender Bonus Gap 2025 | Gender Bonus Gap 2024 | |
|---|---|---|---|---|
| Mean | 14.22% | 15.67% | -17.36% | -25.71% |
| Median | 20.59% | 22.77% | 15.67% | 1.9% |
What proportion of UK employees received bonus pay?
| Metric | 2025 | 2024 | 24-25 Difference |
|---|---|---|---|
| Median Pay Gap | 20.59% | 22.77% | -2.18% |
| Mean Pay Gap | 14.22% | 15.67% | -1.45% |
| Median Bonus Gap | 15.67% | 1.9% | 13.77% |
| Mean Bonus Gap | -17.36% | -25.7% | -8.34% |
| % Males receiving bonus | 89.9% | 89.8% | 0.1% |
| % Females receiving a bonus | 95.7% | 84.7% | 11% |
| Male Lower quartile | 72.7% | 75.4% | -2.7% |
| Male Lower Middle | 75.8% | 75.8% | - |
| Male Upper Middle | 86.4% | 84.8% | 1.6% |
| Male Top Quartile | 92.4% | 94% | -1.6% |
| Female Lower Quartile | 27.3% | 24.6% | 2.7% |
| Female Lower Middle | 24.2% | 24.2% | - |
| Female Upper Middle | 13.6% | 15.2% | -1.6% |
| Female Upper Quartile | 7.6% | 6% | 1.6% |