Ideagen UK Gender Pay Report 2019

At Ideagen Software Limited, we strive to create a diverse, balanced and inclusive workforce. We believe that offering job opportunities for everybody regardless of gender, creates a happier, more productive and engaged workforce, providing everyone with the opportunity to succeed and we continually challenge ourselves to be more inclusive.

What is the Gender Pay Gap?

Since April 2017, gender pay reporting legislation requires any employer with a headcount of 250 or more employees to publish and report specific figures about their gender pay gap based on the snapshot date of 5th April each year in order to comply with the regulations.

The gender pay gap shows the difference between the average earnings of all male and female employees, irrespective of their role or seniority. This is expressed as a percentage of men’s earnings e.g. women earn 15% less than men. Used to its full potential, gender pay gap reporting is a valuable tool for assessing levels of equality in the workplace, female and male participation, and how effectively talent is being maximised.

What is the difference between the gender pay gap and equal pay?

The gender pay gap is very different from equal pay. Equal pay is about ensuring that men and women are paid the same for carrying out the same jobs, similar jobs or work of equal value, as set out in the Equality Act 2010.

The gender pay gap compares the average earnings of all male employees within the organisation to the average earnings of the female employees in the same organisation, regardless of their role or seniority. The difference in these two average amounts is the ‘gender pay gap’.

Ideagen Software Limited is committed to equality and we are comfortable that all our employees are paid fairly and equally for carrying out the same roles or work of equal value, however we acknowledge that we still have work to do in closing the gender pay gap.

What calculations are required by legislation?

As a relevant employer, Ideagen Software Limited are required to report and publish on the gender pay gap annually. To do this, six different measures are used:

  • Mean Gender Pay Gap
    The difference between the mean hourly rate of pay that male and female full-pay relevant employees receive.
  • Median Gender Pay Gap
    The difference between the median hourly rate of pay that male and female full-pay relevant employees receive.
  • Mean Bonus Gender Pay Gap
    The difference between the mean bonus pay that male and female relevant employees receive.
  • Median Bonus Gender Pay Gap
    The difference between the median bonus pay that male and female relevant employees receive.
  • Bonus Proportions
    The proportions of male and female relevant employees who were paid bonus pay during the relevant period.
  • Quartile Pay Bands
    The proportions of male and female full-pay relevant employees in the lower, lower-middle, upper-middle and upper quartile pay bands.

What are Ideagen Software Limited’s gender pay gap figures for 2019?

The following data has been collated based on the 5th April 2019, i.e. the snapshot date. The below graph shows the split of male and female employees working at Ideagen Software Limited at the time.

Employees at Ideagen PLC

35% Female, 65% Male

As a relevant employer, Ideagen Software Limited has collected the required data for its calculations, using the six different measures as mentioned above. The findings for the gender pay gap and gender bonus pay gap can be seen below:

mean gender pay gap

Our analysis shows that the overall difference between men and women’s earnings within the organisation is 25.95% mean gender pay gap and 26.87% median gender pay gap, based on hourly rates of pay at the snapshot date of 5th April 2019. The pay gap reflects the composition of our workforce and is largely due to there being a larger proportion of men in higher paying management roles and a higher percentage of men in our technical function.

This year’s data shows that there have been some improvements, with a decrease of 4.36% in the mean gender pay gap calculation and a decrease of 1.28% in the median gender pay gap calculation respectively when compared to the 2018 results.

We recognise that we are moving in the right direction but acknowledge that we have more work to do to close this gap.


31.47% Female, 68.53% Male

Pay Quartiles

The following results show the proportions of male and female full-pay relevant employees divided equally into four quartile pay bands, based on hourly rates of pay at the snapshot date of 5th April 2019. The Lower Quartile represents the lowest salaries and Upper Quartile represents the highest salaries.

The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Quartile Pay Band Proportion of Males Proportion of Females
Lower Quartile 51.76% 48.24%
Lower Middle Quartile 61.18% 38.82%
Upper Middle Quartile 84.71% 15.29%
Upper Quartile 76.47% 23.53%
Mean Gender Pay Gap 30.31%, Median Gender Pay Gap 28.15%, Mean Gender Bonus Gap 46.13%, Median Gender Bonus Gap 0%

Key influencers on our gender pay gap

  • Ideagen Software Limited has a predominantly male workforce.
  • There are more men in both senior and sales roles, which attract higher salaries and bonus payments
  • Ideagen Software Limited is an acquisition based organisation, with many employees (typically more men than women) being acquired into the business. This has also meant that we are sometimes constrained by legacy contractual obligations, including historic pay scales.
  • Historically, the tech industry has attracted more men than women.

We acknowledge that we have a gap and we are working towards reducing this. We know that our gender pay gap is less of a pay issue and more down to a lack of female representation in certain roles, including sales, software developers and leadership roles. We are confident as an organisation, that people in the same role with the same skill level are paid equally.

Ideagen Software Limited is committed to the principle of equal opportunities and equal treatment for all employees, regardless of several characteristics including sex, race, religion or belief and age etc. We continually strive to ensure that we are paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above).

As an acquisition based organisation, we are sometimes constrained by legacy contractual obligations, however we are focused on achieving an improvement in our gender pay gap year on year. We are confident that as we make progress towards achieving greater gender balance in certain roles, including software developers and leadership roles, our gender pay gap will reduce.

As part of our work towards closing the gap, we aim to continually review pay and benefits across the organisation at regular intervals.

Looking To The Future

We care about creating a workplace where all employees have access to the same opportunities. We recognise that reducing our gender pay gap is a long term commitment and an action that requires a concerted effort at every level of our organisation and at every point in the employee lifecycle, from recruitment through to progression opportunities.

  • Creating an inclusive culture and a better gender balance
    • We are looking forward to welcoming a new female Chief Financial Officer to Ideagen Software Limited later this year. Ideagen Software Limited will benefit greatly from the experience and ability the individual will bring as well as diversity to the Executive team.
    • All hiring managers are required to complete relevant training to support a fair and open recruitment process for all roles at Ideagen Software Limited. We want to equip and empower our leaders to own and drive inclusion and avoid unconscious bias during the recruitment process.
    • We continuously review the appropriate policies, procedures and line manager guidance to ensure that there are standard approaches to pay, recruitment and development. It is important that these measures are regularly reviewed in order to make sure they are effective, encourage inclusive ways of working and reinforce our culture and values at all levels of our organisation.
    • Implement new roles within the organisation as we continue to grow, creating clearer career paths which are available to all employees.
  • Attract and nurture the female talent pool
    • Ideagen Software Limited have teamed up with Nottingham Girls Academy in a bid to raise career prospects for women who want a career in technology. This is part of our continued work to foster the next generation, where we proactively support and participate in initiatives with schools/colleges/universities to help improve the pipeline of women studying and seeking careers in STEM subjects.
    • Continue our work with “Women in Tech” to ensure a fair representation across our technology function.
  • Supporting parents
    • As part of our commitment to create a diverse, balanced and inclusive work environment, we will continue to develop policies to support employees and help remove the barriers that they may face due to family commitments when trying to advance their careers.
    • Review our employment practices to make these more family friendly and help enable our employees to balance working life with personal commitments.

Ideagen Software Limited is aware that it may be several years before some of these initiatives have any impact, but in the meantime, we are committed to reporting on an annual basis on what is being done to reduce the Gender Pay Gap and any progress that is made.

Ben Dorks - Ideagen CEO

Ben Dorks (Ideagen CEO)

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