About this Document
In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, the following report details SSP’s gender pay gap figures for staff on the snapshot date of 1st April 2024. Whilst SSP Limited is no longer legally obliged to provide this information we wish to continue to outline transparent data on our gender pay gap.
If you have any queries about the content of this document, please contact our People Team at people@ssp-worldwide.com.
Our commitment
Our gender pay gap has improved this year, when compared to our 2022 reporting, with a mean pay gap of 23% (compared to 28% in 2022). We have more men in senior roles than females but our figures this year have been improved, in part, by the appointment of senior female into our Executive Team. Our intention is to further improve female representation in the Executive Team in 2024. Pay disparity in our senior leadership roles remains the area with the largest pay gap.
We still strive to improve our representation across our teams to bring higher performance level and ideas from a diverse background of employees, particularly at our senior levels. We continue to use a variety of recruitment agencies to enable us to source candidates from diverse profiles to further our ongoing efforts to attract more female representation in senior roles. In 2024 we intend to utilise specialised recruitment channels to further bolster our efforts in this area. I am hopeful that this will translate into appointments that reduce the key gaps.
Since April 2023 we appointed and promoted 4 females into leadership roles within our organisation. We have provided coaching and mentoring opportunities and have supported our female leads with bespoke leadership development activity during 2023, this is intended to continue into 2024.
The commitment to ensuring that all members of the SSP team, regardless of sex, are treated and rewarded fairly remains. I am pleased that we can still offer equal pay for work of equal value, ensuring we do not discriminate unlawfully against any staff member.
Our October 2023 employee engagement survey reported scores on questions concerns diversity and inclusion at net NPS 67, which puts us in the top 5% of technology and software services companies benchmarked.
We continue to champion a flexible working approach, not only supporting home working on a full time or hybrid basis, but also by introducing compressed hours options including a 9-day fortnight. These flexible approaches enable our employees to balance the commitments of work and their personal life.
Over the next year, we will continue to focus on identifying internal and external female talent and offer development and support, including mapping career pathways, to allow our female talent to progress into more senior roles.
What is a gender pay gap?
A gender pay gap is the difference between the total hourly earning of the men and women in an organisation. This should not be confused with the term ‘equal pay’ which refers to the difference in pay between a man and a woman doing the same job. SSP is committed to equal pay and already ensures that men and women performing the same role are paid within the same salary bands.
Why is the government interested in the gender pay gap?
The UK’s current gender pay gap stands at 14.3% amongst all employees. It currently stands at 7.7% amongst full time employees. This is because more females work in part time roles, which are less paid (Office for National Statistics). The government is seeking to reduce this gap in order to increase both equality, and economic productivity.
The wage disparity varies by industry with insurance and finance industries having the largest pay difference equating to 27.3%.
Colin Greenhill
Our results
