Gender Pay Gap

As an employer with more than 250 employees, IrvinGQ is required to publish Gender Pay Gap information under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation.

IrvinGQ is committed to ensuring that men and women receive equal pay for equal work or work of equal value. Our data shows that our gender pay gap does not stem from paying men and women differently for the same work, rather the gender pay gap is the result of the different roles in which men and women work within the organisation.

To address the gender pay gap identified in the data below, we are developing a Diversity, Equity and Inclusion strategy. This will look to address all areas of diversity through a combination of changing our recruitment process and improving the mix of gender diversity at all levels within the organisation.

Pay Information

Mean gender pay gap:             33.6%

Median gender pay gap:         23.8%

Bonus Payments                                            Male               Female

Proportion receiving a Bonus payment         93.6%              97.4%

Difference in mean bonus: 95.7%

Difference in median bonus: 0.0%

The mean bonus gap reflects the presence of a small number of higher bonus payments awarded to employees in senior roles, which are currently more likely to be held by men. The median bonus gap is 0%, indicating that the typical bonus received by men and women is broadly similar.

Pay Quartiles                                                  Male               Female

Bottom Quartile                                             29.4%              70.6%

Lower Middle Quartile                                 50.0%              50.0%

Upper Middle Quartile                                 69.1%              30.9%

Top Quartile                                                   80.9%              19.1%

Actions we are taking

IrvinGQ is committed to improving gender balance across the organisation. Actions include:

• Supporting career progression and development opportunities for women
• Monitoring pay and bonus processes to ensure fairness and transparency
• Continuing to develop our Diversity, Equity and Inclusion strategy

The data in this report is based on a snapshot of IrvinGQ’s UK payroll employees taken on 5 April 2025, in line with the statutory reporting requirements.

I confirm that the information and data reported are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Mark Steer, President