Gender Pay Gap Report

Summary

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 April 2025. 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. 

The 2025 gender pay gap results show steady progress compared with 2024. Overall, both pay and bonus gaps have improved, although some disparities particularly in bonuses remain significant and require continued focus.

The mean pay gap decreased by 0.8%, while the median pay gap reduced by 0.7%. These movements indicate gradual progress in narrowing overall hourly pay differences between men and women. The reduction in both mean and median figures suggests that improvements have been experienced across the distribution, not just at the extremes.

More pronounced progress was seen in bonus outcomes. The mean bonus gap reduced by 8.5 %, and the median bonus gap fell by a substantial 20.9%. However, despite these improvements, bonus gaps remain high, indicating that while the direction of travel is positive, women continue to receive lower bonus amounts compared to men.

Both male and female bonus receipt rates increased slightly from 2024 (male: +1.9%, female: +0.2%). However, the gap in who receives a bonus persists, and this structural imbalance in bonus eligibility continues to play a major role in the overall bonus gap.

Shifts across the pay quartiles were minimal but generally positive:

• Women make up the majority in every quartile, but representation falls as pay increases.
• The upper quartile saw a 0.7% increase in female representation, but it has the lowest female representation (55.1%), indicating fewer women in the highest‑paid roles.
• The lower and middle quartiles experienced only marginal changes (ranging from ‑0.8% to +1.9%), but these small shifts still reinforce the broader structural pattern: women remain over‑represented in lower‑paid roles and under‑represented in higher‑paid ones; which is a driver of the pay gap.

The overall gender balance moved slightly further toward female representation, with a 0.4% increase in the proportion of women and a corresponding decrease in men.

Addressing our gender pay differences

As in previous years, these figures highlight the importance of sustaining and enhancing our efforts to address the underlying factors contributing to gender disparities. At Liberata, we believe that fostering a diverse and inclusive workforce is essential to driving innovation, collaboration, and success. Liberata operates inclusive recruitment practices and continues to prioritise flexible working practices, expanding access to our hybrid and homeworking policies enabling employees to balance work and personal commitments more effectively and broadening access to senior roles.

Liberata are committed to fostering an environment where all employees have access to development opportunities that empower them to achieve their professional goals:

• Our successful Liberata Leadership Programme is now an established rolling process which continues to play a pivotal role in supporting career progression. The programme offers industry-recognised qualifications accredited by the Institute of Leadership.
• Liberata has strengthened and expanded its apprenticeship programme to support employees in gaining technical and professional qualifications while working. The programme aligns with clear progression pathways across the organisation, and achievements are regularly highlighted to encourage wider participation.
• These initiatives reflect our dedication to investing in the potential of our workforce and further closing the gender pay gap by supporting career progression and enabling all employees to advance into senior roles.

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

Liberata has a comprehensive wellbeing programme offering a range of benefits supporting physical, mental and financial health, which includes a team of local mental health champions. Our Equality, Diversity & Inclusion team are dedicated to educating, advocating and upholding EDI principles providing a proactive approach to challenge, influence and developing a culture of inclusion regarding equality and diversity, with a commitment to creating a workplace where every voice is not just heard but embraced.

At Liberata we continue to embrace our 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. We carry out an Employee Check-In Survey annually to understand how people are feeling about their work, their teams, and Liberata as a whole. The results help us to identify what is working well and where we can make meaningful improvements to the employee experience.

Liberata remains committed to upholding pay equity; we ensure that employees performing equivalent roles receive equal pay, regardless of gender. It is important to distinguish between the two concepts:

• Gender pay: The difference in average earnings between men and women across the organisation.
• Equal pay: Ensuring individuals performing comparable work are paid the same.

We monitor pay equity through robust job evaluation processes and maintain transparent pay structures. In partnership with UNISON, our recognised trade union, we implement pay awards that support employees across all pay bands.

As in previous years, a proportion of our workforce has TUPE transferred from various public and private sector employers. This contributes to the complexity of our pay and benefits arrangements, and we remain committed to protecting employees’ rights under the Transfer of Undertakings (Protection of Employment) Regulations.

While closing the gender pay gap is an ongoing challenge, we remain dedicated to fostering equality, inclusion, and fairness. By investing in our people, embracing diversity, and addressing structural barriers, we aim to create a 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.