Gender Pay Gap Report
With regards to equal pay, Compass Informatics Ltd confirms that men and women receive equal pay for the same jobs, similar jobs or work of equal value.
Compass Informatics Ltd are committed to creating a culture that is diverse and inclusive, with a workforce that is representative of all sections of society, and where employees feel respected and able to give their best. The information below, sets out gender pay data for the business, with the snapshot date of 30 June 2025.
Under the methodology set out in the regulations, Compass Informatics Ltd’ gender pay gap varies across different groups of employees.
For part time employees, the median gender pay gap is -25% and the mean gap is 1%, indicating that part time women typically earn slightly more than part time men at the median.
For employees on temporary contracts, both the median and mean gender pay gaps are -26%, again showing higher average pay for women in this category.
Among permanent full-time employees, the median gender pay gap is 23% and the mean gap is 16%, reflecting a higher proportion of male employees in senior and higher paid roles.
The mean gender bonus gap is 28%, while the median bonus gap is -15%, influenced by the small number of bonus recipients and the types of roles receiving bonuses. In terms of participation, 6% of men and 10% of women received a bonus during the reporting period.
Access to benefits in kind was broadly similar, with 76% of men and 84% of women receiving benefit in kind.
The gender population by pay quartile is as follows:
| Quartile | Female | Male |
| Upper | 23% | 77% |
| Upper Middle | 23% | 77% |
| Lower Middle | 62% | 38% |
| Lower | 54% | 46% |
The distribution of employees across pay quartiles shows that women are proportionally more represented in the lower and lower-middle pay bands, while men are more represented in the upper-middle and upper quartiles. Women make up over half of employees in the lower and lower-middle quartiles, but only around a quarter of those in the upper bands
Overall, Compass Informatics Ltd’ gender pay gap results mainly reflect differences in gender representation across the business, rather than differences in pay for the same or similar work. Women are more strongly represented in part-time, temporary, and lower- to mid-level roles, where pay outcomes are balanced or in some cases favour women. Men, however, are more concentrated in senior and higher-paid positions, which contributes to the higher gap among full-time permanent employees and also influences average bonus outcomes. Participation in bonuses and benefits in kind is broadly comparable between men and women, and the quartile distribution shows good female representation across much of the workforce with continued opportunity to increase the number of women progressing into upper quartile roles.
To support greater gender balance, Compass Informatics Ltd continues to benchmark pay to ensure consistency across comparable roles, apply a targeted approach to recruitment to broaden female representation in the relevant quartiles and set internal goals to encourage balanced representation across all levels, including senior and technical roles. We also monitor hiring, promotion and progression data to ensure that our processes remain supportive of improved gender representation across the company.