2025年数字弹射器性别薪酬差距报告

At Digital Catapult, we are committed to creating a fair, inclusive, and equitable workplace where everyone canthrive. Our Gender Pay Gap reporting is an important part of that commitment. Itallows us to understand where weare making progress, where disparities remain, and how we can continue building a culture that supports equalopportunity for all. This report outlines our gender pay figures based on the government‑defined snapshot date of5 April 2025,explains the factors behind our data, and highlights the steps we are taking to deliver meaningful and long‑termchange. EmployeeFunnelOn 5th April 2025 (our “snapshot date”),we had270employees. Of these, 268were assessed asrelevant employees for the purpose of measuring the gender bonus gap using data from the previous 12 months. In accordancewith the legislation, only employees who received their full pay during the pay period that includes the 5th April2025 were used to measure the gender pay gap and pay quarter data. This meant that three men and six womenwere excluded because they were on some form of reduced-pay leave. Of the remaining 259 full-pay relevant employees, 148 were men and 111 women giving a gender balance of ~57%men/ 43% women. This is an overall decrease in our workforce by 8.5% versus April 2024, primarily due to anorganisational restructure with the overall balance shifting towards men by 1%. Since our gender pay gap report in 2024, we have continued to use and implement initiatives to address the currentimbalance that occurs in our pay quarters. The Talent Acquisition team continues to run job advertisements and jobdescriptions through gender decoder software to write more inclusive role descriptions and broaden the applicantpool, reducing bias, and improving diversity by making roles appealing to all genders. Efforts are made to ensurefemale candidates are attracted to and shortlisted for tech roles, this being where the greatest disparity betweenthe number of men and women exists in the organisation. Balanced interview panels have been maintained tominimise gender bias at the point of hire. During the same period, 38 employees were promoted, with 18promotionsgoing towomen and 20 to men. The gender balance regarding promotions is 52:48 male to female,evidencingourcommitment to seeing women in the organisation progress in levels of seniority as well as men. There is an ongoingpay banding exercise which isaimed at creating a more equitable workplace. Defined pay bandswill create paytransparency at the point of promotions or salary adjustments for current and future employees.Specialist skills and competencies dictate distinct salaries in the market. With the nature of the organisation beingdeep tech innovation, the potential for varied differences in salary across teams is high and is particularly apparentwithin our technology team, which, as indicated above, is currently made up of around 76% men. HighLevelViewCompared to 2024, this year, we are pleased to report that our mean pay gap narrowed by 1.3%, andthe median paygapalso narrowed by 1.3%.This isa considerableimprovement in a year given the recentorganisationalrestructuringthat has further reduced thefull-payrelevantemployees to 259. DistributionofemployeesacrossourpayrangeThe chart below shows our overall gender balance followed by gender distribution across the four quarters of the pay range (Upper, Upper-mid, Lower-mid, Lower). The background shading represents our current overall genderbalance and allows us to see where we deviate from this balance in each pay quarter. Our two biggest imbalances are still in our upper and lower pay quarters. However, due toacombination of internal progress and therestructure, our upper quarter balance has improved by 5% points and our lower by 3% points. ChangeintheshapeofourdataHaving observed an imbalance in our lower quarter in2024, where we had a significant number of women joining the organisation in entry level or early career roles, efforts were made to bring about greater balance in more juniorroles. We have seen a modest lift across the lower quarter and some movement across the middle of the pay range.The 5% point shift in the upper quarter is primarily due to the employees who have left the organisation and theirposition within the pay range. The detailed analysis indicated that we lost more lower paid female employees thanmale, while also losing slightly more higher paid male employees than female. OurmediangenderpaygapTo calculate our median genderpay gap, we first rank all our people by their hourly pay, we then split them into two lines–men and women. Then we compare the hourly pay of the woman in the middle of her line v/s the man in themiddle of his line. The difference is expressed as a percentage gap between the man and the woman. We could alsosay, for every £1 the middle-man receives, the middle woman earns 79p. OurmeangenderpaygapTo calculate themean pay gap, we add together all the hourly pay rates that wom