Gender Pay Gap Report

At Liberata UK Limited, we are committed to transparency and equality in every aspect of our operations. We are pleased to present our gender pay gap data for the year ending 5^th April 2024. As in previous years, this report demonstrates our dedication to fostering an inclusive workplace where all employees, regardless of gender, have equal opportunities to succeed and thrive. 

Over the past 12 months, we have further embedded our organisational values of Accessible, Curious, and Expert (ACE) into everything we do.  These values underpin our approach to fostering a culture where everyone feels valued, heard and empowered.  Making our workplace seem more Accessible, encouraging Curiosity to innovate and improve, and striving for Expertise in all areas, we aim to create an environment where equality is not just a goal but a fundamental principle. 

At the heart of our organisational culture lies a steadfast belief in the importance of diversity and inclusion. Celebrating the unique backgrounds, talents, and perspectives of our workforce, we strengthen our ability to meet the needs of our employees and the customers we serve. Liberata continues to prioritise creating an environment where every individual feels valued, empowered, and inspired to reach their full potential.  Our ultimate ambition is to be recognised as an employer of choice, known for promoting equality, fairness, and excellence across all areas of our business.

The 2024 data reveals some key changes in our gender pay gap metrics. This year, our mean gender pay gap increased to 21.8%, representing a variance of +1.8% compared to 2023. Similarly, the median pay gap rose to 9.0%, an increase of +1.5%.  While there is an increase in our gender pay gap figures, it reflects ongoing structural challenges, particularly the underrepresentation of women in senior roles within our organisation. This pattern persists despite women making up 64.8% of our total workforce, compared to men at 35.2%. As in previous years, this demographic imbalance in leadership positions continues to be a driver of Liberata’s gender pay gap.  These figures highlight the importance of sustaining and enhancing our efforts to address the underlying factors contributing to gender disparities.

The bonus pay gap has widened this year, with the mean bonus gap increasing to 80.6% and the median bonus gap rising to 86.7%. This increase coincides with a decline in the proportion of employees receiving bonuses, with 6.8% of male employees (-3.7%) and 2.7% of female employees (-2.4%) participating in bonus schemes in the 12 months to April 2024.

The widening gap reflects two key factors:

• A reduction in overall participation in bonus schemes.
• Variances in eligibility and bonus allocation criteria, which have historically skewed towards roles with higher male representation.

At Liberata, bonus payments are directly linked to roles with specific performance criteria that employees must meet to qualify for a bonus. These criteria are designed to ensure that bonuses are awarded fairly and transparently based on measurable achievements. We recognise the challenges presented by the current figures and remain committed to reviewing our bonus structures to ensure greater inclusivity and equity in distribution.

Our gender distribution across pay quartiles has seen some shifts compared to 2023:

• Lower Quartile: Female representation decreased slightly to 68.3% (-2.3%), while male representation increased to 31.7% (+2.3%).
• Lower Middle Quartile: Female representation rose to 72.1% (+4.2%), with male representation falling to 27.9% (-4.2%).
• Upper Middle Quartile: Female representation declined to 64.3% (-2.2%), while male representation increased to 35.7% (+2.2%).
• Upper Quartile: Representation remained consistent, with females comprising 54.4% and males 45.6%.

The stability in the upper quartile highlights that while progress has been made in increasing female representation in senior roles, there remains room for improvement. Encouragingly, the increase in female representation in the lower middle quartile reflects the positive impact of our inclusive recruitment practices. However, a sustained focus is required to ensure this translates into greater representation at higher levels over time.

At Liberata, we believe that fostering a diverse and inclusive workforce is essential to driving innovation, collaboration, and success. To this end, we have continued to prioritise flexible and inclusive working practices.  Our hybrid and homeworking policies remain a cornerstone of our commitment to inclusivity. Enabling employees to balance work and personal commitments more effectively, we have removed barriers that traditionally hindered career progression, particularly for women. This flexibility not only supports employees in achieving a better work-life balance but also broadens access to senior roles for individuals who may have previously been excluded due to geographical or personal constraints.  We are optimistic that these efforts will lead to a gradual reduction in the gender pay gap as more women are able to progress into senior positions within the organisation.

At Liberata, we are committed to fostering an environment where all employees have access to development opportunities that empower them to achieve their professional goals. In addition to the mentoring scheme launched in early 2023, which continues to play a pivotal role in supporting career progression, we introduced the Liberata Leadership Programme (LLP) later in the year. This initiative reflects our dedication to investing in the leadership potential of our workforce and further closing the gender pay gap by enabling all employees to advance into senior roles.

The LLP offers industry-recognised qualifications accredited by the Institute of Leadership. Two levels of qualifications were initially offered:

• Level 3: Team Leader or Supervisor
• Level 5: Operational or Departmental Manager

These qualifications are designed to equip participants with the practical skills and tools they need to excel as inspirational leaders and managers. Modules included in the programme focus on critical leadership areas such as Leading People, Operations Management, Project Management, Finance, and Self-Awareness.  The programme has already received a strong endorsement, and its success has prompted us to continue offering it for a second year. For the 2024 cohort, the Level 3 Team Leader or Supervisor qualification remains available, with encouraging participation rates. During the inaugural year, 64% of participants in the programme were women, highlighting its impact in supporting female employees’ leadership development.

Providing structured opportunities for leadership development, the LLP reinforces our commitment to creating a robust pipeline of qualified and empowered individuals ready to take on more senior positions. We are confident that initiatives like the LLP, alongside other development programmes, will play a crucial role in supporting career progression and reducing gender disparities within our organisation.

Liberata continues to uphold the principles of pay equity as enshrined in the Equal Pay Act of 1979. We ensure that individuals performing equivalent roles are paid equally, irrespective of gender.  It is important to distinguish between “gender pay” and “equal pay”:

• Gender Pay: Compares average earnings of men and women across all roles.
• Equal Pay: Ensures employees performing comparable work receive the same pay.

We remain vigilant in monitoring pay equity through our job evaluation processes, ensuring that our pay structures are fair and transparent. Furthermore, we work closely with our recognised trade union, UNISON, to implement pay increases that benefit employees across all pay bands.

As in previous years, a percentage of our workforce has TUPE transferred from various public and private sector employers. This continues to influence our pay and benefits structures, as we are committed to protecting employees’ rights under the Transfer of Undertakings (Protection of Employment) Regulations.

The 2024 gender pay gap data underscores both progress and areas for improvement. While we have made strides in certain areas, such as increasing female representation in the lower middle quartile and continuing to promote flexible working, the widening of the bonus pay gap, and the persistence of structural gender disparities highlight the need for further action.

While the journey to closing the gender pay gap is ongoing, we remain steadfast in our commitment to fostering equality and inclusion across our organisation. By investing in our employees, embracing diversity, and addressing structural challenges, we are confident that we can build a brighter and more equitable future for everyone at Liberata.

I confirm that the gender pay gap data included in this report is accurate and has been prepared in accordance with statutory regulations.