Gender Pay Gap Statement
We are dedicated to building an inclusive and diverse culture at Emperor and our gender pay gap data each year is a key data point for review.
First things first, it’s important to note that ‘gender pay gap’ and ‘equal pay’ are not the same. Equal pay refers to men and women performing the same work or job, being paid the same. The gender pay gap is described as ‘the difference between the average earnings of men and women across the workforce.’ But there is so much more behind the headline figures. The gender pay gap data is a snapshot that reflects our UK gender split at a specific point in time (6 April 2024).
We use this data as just one reference for our actions in the EDI space. It acts as an indicator for areas of the business that we need to investigate and improve. Just like the insights we received from our diversity data collection which over 90% of our partners have completed.
The gender pay gap refers to the difference in the average earnings of men and women across the whole of Emperor at a specific period in time regardless of their role. Even when employers have effective pay policies that promote equal pay, there might still be a gender pay gap in the organisation if, for instance, a greater proportion of men hold higher-paid roles compared to women.
Compared to 2023, the 2024 figures for Emperor do show a decrease in the gender pay gap. While this is positive, the fact remains that there is still a gap, so it is important we look at these figures in more detail. On 6 April 2024, our gender split was 117 men and 160 women. That's 42.2% men and 57.8% women. In 2023, it was 43% men and 57% women, so we’ve seen a minimal shift here.
Mean and Median gap
Mean | Median | ONS (Median) |
15.4% | 10.8% | 13.1% |
The mean average rate is calculated by adding up everyone’s salary at Emperor and dividing by the number of people employed at that time. The median average rate is calculated by listing all salaries at Emperor in order from the lowest to highest, and pinpointing the salary in the middle, the median.
The mean difference in the average rate of men’s and women’s pay, is 15.4% when compared to men, whilst the median difference between the midpoints in the range is 10.8%.
Compared to 2023, that’s a 0.3% increase in Mean Gender Pay Gap and a 2% decrease in Median Gender Pay Gap. The ONS (Office of National Statistics) publish a preliminary number of 13.1% which is a decrease from 14.3% in 2023. We sit below the national ONS average at 10.8%, a full 2.3% lower. This tells us that while our efforts to support more balanced pay outcomes — particularly for those in the middle of our pay structure — are having an impact, there may still be some concentration of men in higher-paid roles, which influences our mean gap.
Our Gender Pay Gap Over time
| Mean Pay Gap | Median Pay Gap | ONS (Median) |
2021 | 21.8% | 18.9% | 15.4% |
2022 | 13.2% | 8.8% | 14.9% |
2023 | 15.1% | 12.8% | 14.3% |
2024 | 15.4% | 10.8% | 13.1% |
Pay quartiles show how our workforce is distributed across four pay bands, split into equal parts (quartiles) based on salary. Each quartile contains 25% of our employees, ranked from the lowest earners to the highest earners. Within each quartile, we look at the proportion of men and women to understand if there are gender imbalances at different pay levels. For example, a perfect distribution for Emperor would show 42% men and 58% women in each quartile.
Quartiles | Male | Female |
Lower | 36.2% | 63.8% |
Lower Middle | 41.4% | 58.6% |
Upper Middle | 40.6% | 59.4% |
Upper | 51.4% | 48.6% |
In the lower quartile (lowest-paid roles), women make up a larger proportion (63.8%), meaning there are more women in lower-paid roles compared to men. In the upper quartile (highest-paid roles), men are slightly more represented (51.4%), compared to their overall representation in the workforce. The middle quartiles (lower middle and upper middle) are more balanced, with proportions closer to the overall workforce split of 42% men and 58% women.
Looking at this information, it can be inferred that the largest imbalances are in the lower and upper quartiles. This insight helps us identify where we need to focus efforts to improve gender balance, particularly in career progression and access to senior roles.
We all play a part
We know that addressing the gender pay gap requires long-term commitment, sustained action, and clear accountability. At Emperor, we believe all partners play a role in shaping an inclusive environment where everyone can thrive. As an employee-owned business, we are all accountable for holding ourselves and each other to the highest standards when it comes to fairness, transparency, and equality.
Over the past year, our Women’s Collective has truly come to the fore, playing a pivotal role in co-creating a range of impactful policies and guides designed to support both individuals and their partners:
- Domestic Abuse Awareness Policy, launched alongside a highly engaging awareness event.
- Fertility Treatment Policy, providing guidance and support for those undergoing fertility treatments.
- Pregnancy Loss Policy, offering compassionate support during difficult times.
- Parental Bereavement Policy, designed to support employees navigating the loss of a child.
- Menopause and Menstrual Health Policy, promoting awareness and providing guidance on reproductive health
- Manager’s Guide to Talking About Menopause, helping managers recognise that menopause effects everyone differently and the role that managers can play in supporting their teams
While these initiatives contribute to fostering a more inclusive and supportive culture — which may have a positive indirect effect on our gender pay gap in the long term — we want to be clear that these initiatives alone are not the solution to closing the gap. Addressing the gender pay gap requires a broader focus on career progression, representation at all levels, and ensuring opportunities for development and promotion are equally accessible to all.
Key highlights from this Year:
- 50% female representation on our Executive Committee (ExCo).
- 56% female representation across our senior leadership team.
- Recognition in JP Morgan’s Top 200 Women–Powered Businesses.
Our mean bonus gap was –322.4% and median bonus gap was -100%. As an employee owned business, bonuses in Emperor come in the form of a distribution from the Employee Ownership Trust. Under the terms of the legislation, all employees must be treated on the same terms. Each individual's bonus is calculated on a formula based on salary and length of service. In this case the disparity is reflective of women being paid our maternity leave returners bonus.
While we are pleased with the progress we have made to date, we continue to hold each other accountable for ensuring we have a diverse and inclusive workplace.
This statement confirms that the published information is accurate at the time of publishing and is signed and authorised by Kingsley James, Director.