Avidity Group Ltd - Gender Pay Gap 2024

Message from Jill Ross, CEO Avidity Group

For many years now, the Avidity Group Ltd (Avidity) has prided itself on promoting fairness and transparency for colleagues. This has been embedded through our People policies and practices throughout the colleague life cycle. 

We are committed to the consistent and transparent use of pay ranges, ensuring colleagues who do similar work are paid equitably within the same band. This enables us to remove bias (gender or otherwise) in our approach to pay and promotion.

By offering growth opportunities and focusing our hiring process on transferrable skills and experience, we've successfully maintained a strong gender balance in leadership roles. Our leadership team consists of 43% women and our senior leadership level are 56% women.  

Our good work, however, never ends. At Avidity we believe that diversity and an inclusive culture supports growth and helps us outperform the market. Our data has shown us that we need to focus more on the gender balance of our workforce, and we are committed to examining our data in more detail to help shape our future approach to recruitment, retention and progression within our organisation.

We have introduced flexible working, menopause support, and a transgender policy. We will continue efforts to create supportive environments where everyone can be themselves at work.

What is the Gender Pay Gap?

The Gender Pay Gap is not just one measure; there are in fact 6 measures that companies are required to publish annually:

1. Mean Gender Pay Gap
2. Median Gender Pay Gap
3. Mean Gender Bonus Gap
4. Median Gender Bonus Gap
5. Proportion of male and female employees receiving a bonus
6. The gender split of male and female employees in each pay quartile

Our Gender Pay Gap Headlines

OUR DATA

Our data cut was taken on the snapshot date of 4^th April 2024 and includes all of our operating companies at the time (Avidity Group Ltd, McCurrach UK Ltd, Standout Field Marketing Ltd, Experience Wave Ltd, Thumbprint Technology Ltd). According to government guidelines regarding the legal threshold, we publish our pay gap for the companies McCurrach UK Limited and Experience Wave Limited.

HOURLY PAY

The mean pay variance is the difference between the average hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.

The median pay variance is the difference between the midpoint in the ranges of hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.

- Mean Pay 4.0%
- Median Pay 6.0%

BONUS PAY

The mean bonus pay variance is the difference in average bonus pay that male and female employees receive.

The median bonus pay variance is the difference between the midpoint in the ranges of bonus pay that male and female employees receive.

- Mean Bonus 6.0%
- Median Bonus 9.0%

PERCENTAGE OF EMPLOYEES RECEIVING A BONUS

Proportion of male and female employees who were paid bonus pay during the year to 4th April 2024

- 73% of men received a bonus
- 63% of women received a bonus

The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.

QUARTILE RANGES

Our Commitments

While this report is for the period March 2023 to April 2024, we continue to focus on closing the gender pay gap. Measures around pay take time to take effect and hence a continuous plan is crucial. 

For 2025, we are committing to drive further progress by taking steps to drive change.

Following the completion of an inclusive recruitment audit, one of our strategic priorities is Talent Acquisition to ensure we have a workforce that reflects our customers and the communities we serve.

We will continue to monitor the impact of our cyclical pay review processes and provide ongoing oversight and governance through a Remuneration Committee.

This year we will focus on our DEI disclosure rates to inform potential gaps in the workforce and take corrective address. In addition, we will use our annual DEI survey to ensure alignment with our DEI strategy.

Through driving awareness via our DEI Employee Resource Group with Executive sponsorship and educating line managers and colleagues, we believe we will see further change for colleagues, teams and our clients.

We believe this level of focus and commitment will ensure a positive impact on our wider gender representation in the longer term.

Jill Ross
CEO
Avidity Group Ltd

APPENDIX – HISTORICAL GENDER PAY GAP DATA

2023