Gender pay report
Trust Alliance Group exists to build, maintain and restore trust and confidence between consumers and businesses.
At Trust Alliance Group, we’re committed to fairness, transparency and equal opportunities for all colleagues regardless of gender. We're focused on creating workplace environments that are engaging and inclusive, where people are encouraged to reach their full potential, which in turn, contributes directly to our business success.
The report provides an overview of our gender pay gap data and our focus on continuous improvement to close the gap.
Gender Pay Gap
The gender pay gap measures the difference in average earnings between males and females across our organisation.
The mean pay gap is calculated by adding all colleagues' rates of pay together and dividing by the total number of colleagues.
The median pay gap is calculated by finding the midpoint in all colleagues’ hourly pay and discarding the lowest and highest rates of pay or ‘outliers.’ Therefore, half of the colleagues’ earnings will be above the midpoint and half will be below the midpoint. Often, a median pay gap will be lower than its corresponding mean pay gap.
The UK average median pay gap is 7%.
The mean bonus pay gap of 43.83% is due to a higher number of males than females in the most senior roles which come with a higher reward package.
91% of female and 88% of male colleagues received a bonus payment.
The median bonus pay gap for both genders remains equal.
At Trust Alliance Group, we’re confident that males and females receive equal pay for doing the same or similar roles and have the same opportunities. We do however recognise that we do have more males than females in senior roles which come with higher reward packages and has an impact on our overall pay gap.
We have more females than males employed in three out of the four pay quartiles. However, in the highest pay quartile, there are more males (10 males compared to 7 females). Looking at recent hires, we've brought in slightly more females— 69 females and 67 males — which means females made up 14% more of the new hires overall. This reflects a positive step towards improving gender balance in our workforce.
Our commitments
- We offer salaries above the voluntary 'Real' Living Wage and regularly benchmark them externally to ensure they remain fair and competitive.
- We're working more flexibly than ever, with our hybrid working offering up to 3 days a week in the office
- 22% of our colleagues are working flexibly. Of our full-time headcount, 12% are working compressed hours.”
- 11% of our colleagues are working part-time, 17% of our female colleagues work part time.
- We'll continue to advertise starting salaries for all our roles.
- We’ll aim to have an equal number of male and female applicants shortlisted for our vacancies dependent on merit for those who apply for them.
- Ensure we have balanced interview processes for all senior level role interviews.
Want to learn more? We’re happy to help.