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 51% is due to a higher number of males than females in the most senior roles which come with a higher reward package.
At Trust Alliance Group, we're confident that across the whole business males and females receive equal pay for equal work, doing the same or similar roles and have the same opportunities. We do however recognise that we do continue to 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 (131M:226F). However, in the Upper Quartile, there are more males 74M:47F). Whilst women make up the highest proportion of our overall workforce, they are less represented in director and executive-level positions (7M:4F).
- 25% of our colleagues are working flexibly.
- 12% of our colleagues are working part-time, while 15% of our full time colleagues are working compressed.
- 18% of our female colleagues are either working part-time or compressed.
Our commitments
- We regularly benchmark our roles externally to ensure they remain fair and competitive.
- We operate a flexible, hybrid working model aligned with our recruitment strategy, ensuring we continue to evolve as our business grows.
- We'll continue to advertise starting salaries for all our roles.
- All internal vacancies can be based in any of our office locations to ensure flexibility and opportunity for all colleagues.
- Review promotion and succession planning processes to ensure fairness and transparency.
- We continue to aim for an equal number of male and female applicants shortlisted for our vacancies.
- Ensure we have balanced interview processes for all senior level role interviews.
Want to learn more? We’re happy to help.