Gender Pay Gap Report
Introduction
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 here is based on Glenholme’s pay and bonus data for the snapshot date in March 2024, with 2023 figures included for comparison.
The gender pay information measures the difference between average male and female earnings across a group of workers, regardless of their role.
Key Information
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: March 2024
Employee headcount: 900 to 1100 employees
Person responsible: Stuart McLaughlan (Financial Director)
Gender Pay Gap Reporting for March 2024
Proportion of Males and Females in Pay Quartiles
In this organisation, using the March 2024 snapshot, women occupy 55% of the highest-paid jobs and 88% 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, alongside the equivalent figures for 2023.
| Quartile | Female employees 2024 (%) | Male employees 2024 (%) | Female employees 2023 (%) | Male employees 2023 (%) |
| Upper hourly pay quarter (highest paid) | 55 | 45 | 61 | 39 |
| Upper middle hourly pay quarter | 50 | 50 | 43 | 57 |
| Lower middle hourly pay quarter | 50 | 50 | 63 | 37 |
| Lower hourly pay quarter (lowest paid) | 88 | 12 | 84 | 16 |
Hourly pay gap
In this organisation, women’s median hourly pay in 2024 is 1% higher than men’s (compared with 0% difference in 2023).
When comparing mean (average) hourly pay, women’s mean hourly pay in 2024 is 1% higher than men’s (compared with 3% higher in 2023).
Mean gender pay gap using hourly pay (Men/Women): -1% (2024), -3% (2023)
Median gender pay gap using hourly pay (Men/Women): -1% (2024), 0% (2023)
A negative gender pay gap figure indicates that, on average, women are paid slightly more than men.
Bonus pay gap
In this organisation, women’s median bonus pay in 2024 is 36% lower than men’s (compared with 23% lower in 2023).
When comparing mean (average) bonus pay, women’s mean bonus pay in 2024 is 63% lower than men’s (compared with 84% lower in 2023).
Mean gender pay gap using bonus pay (Men/Women): 63% (2024), 84% (2023)
Median gender pay gap using bonus pay (Men/Women): 36% (2024), 23% (2023)
Percentage of men that received a bonus: 3% (2024), 6% (2023)
Percentage of women that received a bonus: 3% (2024), 5% (2023)
Average and median bonus values
| Measure | Men 2024 (£) | Women 2024 (£) | Men 2023 (£) | Women 2023 (£) |
| Mean bonus pay | £66,852 | £41,008 | £67,222 | £36,629 |
| Median bonus pay | £45,000 | £33,000 | £39,220 | £32,000 |
We are proud of the fact that there is no major differentiation in hourly pay between men and women. 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