Gender Pay Reporting
Begbies Traynor Group plc considers itself to be an equal opportunities employer. The policy of the group is to recruit, promote, train and develop its people by reference to their skills, abilities and other attributes of value to their role in the business.
Under legislation, which came into force in April 2017, UK employers with excess of 250 employees are required to publish their gender pay gap.
Our numbers
The group has two legal entities with at least 250 employees: Begbies Traynor Limited and Eddisons Commercial Limited. This year in Begbies Traynor Limited the median gender pay gap decreased 2.6% from 25% to 22.4% and the mean gender pay gap remained at 22.4%.
We have seen a 14.6% decrease in the median bonus pay gap from 70% to 55.4% and a 5.6% increase of females receiving a bonus which has narrowed the gap between the % of females and males who receive a bonus to less than 5%.
MEAN AND MEDIAN PAY*
The MEAN gender pay gap shows the difference in the average hourly rate of pay between all men and all women in the company.
The MEDIAN gender pay gap compares the midpoint of all male pay within the organisation with the midpoint of all female pay with the organisation.
*Figures are calculated based on hourly rates of pay as at 5 April 2023
Begbies Traynor Limited
| Mean | Median | |||||
| 2024 | 2023 | 2022 | 2024 | 2023 | 2022 | |
| Gender pay gap | 21.3% | 21.1% | 24.4% | 22.4% | 25.0% | 24.3% |
| Bonus pay gap | 66.6% | 49.4% | 36.0% | 55.4% | 70% | 33.3% |
Proportion of males and females receiving a bonus payment
| Female | Male | |
2024 | 20.2% | 25.2% |
2023 | 14.6% | 20.2% |
2022 | 25.5% | 35.7% |
2021 | 21.3% | 29.2% |
GENDER PAY VS. EQUAL PAY
Gender pay statistics compare the mean and median rates of pay between men and women in an organisation. Different jobs are paid at different levels, and a gender pay gap exists where there is a difference in the number of men and women performing particular jobs at different levels and being paid accordingly. It’s important to differentiate this and equal pay, which ensures equal pay for those carrying out equivalent jobs. Rather, the difference in the numbers you see reflects a gender imbalance at senior level.
| Quartile | Male | Female | ||||
| 2024 | 2023 | 2022 | 2024 | 2023 | 2022 | |
| Upper | 65.4% | 61.8% | 62.5% | 34.6% | 38.2% | 37.5% |
| Upper middle | 52.8% | 48.5% | 53.6% | 47.2% | 51.5% | 46.4% |
| Lower middle | 40.6% | 33.6% | 34.9% | 59.4% | 66.4% | 65.1% |
| Lower | 41.0% | 38.8% | 37.3% | 59.0% | 61.2% | 62.7% |
We are pleased with the steady progress made in the gender pay gap for Begbies Traynor Limited. We are confident that we have pay parity in each of our pay grades across males and females. After launching our Pay Principles ethos, this year we have started to implement a structured job levelling framework to ensure fairness and consistency are at the heart of the decision-making process.
As the Group continues to grow we’re investing in our Talent offering to strengthen our early careers strategy and promote our employer brand, as well as investing in leaders to support an inclusive, high performing workplace.
Declaration
I confirm that the gender pay gap calculations are accurate and meet the requirements of the regulations.
Ric Traynor
Executive Chairman
20 March 2025
Contact Begbies Traynor Group
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