Gender Pay Gap Report 2023/2024

Our approach to pay is gender-neutral, which means that men and women are paid equally for doing equivalent jobs. Glenholme regularly reviews pay levels across all roles within the organisation and we have strong female representation throughout our workforce.

All companies that employ over 250 team members are required to report annually how they pay their male and female team members. The information provided is based on Glenholme’s pay and bonus data.

The Gender Pay information measures the difference between average male and female earnings across a group of workers, regardless of their role.

Registered address: Sun House 79 High Street, Eton, Windsor, Berkshire, SL4 6AF

Nature of business (SIC): Financial and insurance activities, Professional scientific and technical activities

Snapshot date: 5 April 2023

Employee headcount: 500 to 999 employees

Person responsible: Stuart McLaughlan (Financial Director)

Proportion of Males and Females in Pay Quartiles

In this organisation, women occupy 61% of the highest paid jobs and 84% of the lowest-paid jobs. The table below shows the gender split when we order the hourly pay rate from highest to lowest and group the workforce into four equal pay quartiles.

Quartile Female employees (%) Male employees (%)
Upper hourly pay quarter (highest paid) 61 39
Upper middle hourly pay quarter 43 57
Lower middle hourly pay quarter 63 37
Lower hourly pay quarter (lowest paid) 84 16


Hourly pay gap

In this organisation, women earn £1 for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 0% lower than men’s.

When comparing mean (average) hourly pay, women’s mean hourly pay is 3% higher than men’s.

Bonus pay gap

In this organisation, women earn 77p for every £1 that men earn when comparing median bonus pay. Their median bonus pay is 23% lower than men’s.

When comparing mean (average) bonus pay, women’s mean bonus pay is 84% lower than men’s.

Mean gender pay gap using bonus pay (Men/Women): 16%
Median gender pay gap using bonus pay (Men/Women): 23%

Percentage of men that received a bonus: 6%
Percentage of women that received a bonus: 5%

We are proud of the fact that there is no major differentiation in hourly pay. The difference in pay including bonus is caused by the differing roles in the senior management team. We confirm that our gender pay gap data calculations are accurate and meet the requirements of the regulations.

Kent Phippen, Group Managing Director & CEO