Gender pay gap report 2024
Our first gender pay gap report
How we're making pay fairer and more transparent.
What's the gender pay gap?
The gender pay gap is the percentage difference between the average hourly earnings of men and women. It's not the same as equal pay which ensures men and women are paid equally for doing the same or equivalent roles, as required under the Equality Act 2010.
A company may have a gender pay gap if more men are in higher-paid roles, even if men and women are paid equally for similar jobs.
UK companies with 250 or more employees are required to publish their gender pay gap data. Since we have reached this figure, we are committed to reporting this information.
2024
Our numbers
Reporting is carried out from 5 April each year.
251
Total employees
23%
Female employees
Gender pay gap
9.2%
Mean average
(Men paid more)
9.8%
Median average
(Men paid more)
Bonus pay gap
4.4%
Mean average
(Higher bonuses paid
to women)
0%
Median average
(Equal bonuses paid
to men and women)
Pay quartile
What do these results tell us?
Our data shows:
- More men hold senior, higher-paid roles
- Most female employees are in the lower and lower-middle quartiles
- Less women are in senior technical roles like senior developers and architects
We're performing above general STEM averages, which unfortunately remain imbalanced. And we must increase female representation at all levels to close the gap, especially in higher-paid roles.
How are we driving change?
We’re taking steps to create a more inclusive workplace and support career development for women.
- Affinity Groups (created by employees): LGBTQ+, Muslim, Neurodiversity and Women in Tech that foster an inclusive environment.
- Annual international women’s day events: In 2025, we held a week-long programme of workshops including guest speakers to amplify women’s voices in tech.
- Menopause Policy: We’ve introduced a menopause policy to provide resources and support for colleagues.
Moving forward
We’re committed to learning from our data to drive meaningful change.
We recognise the gender pay gap isn’t just an Aire Logic challenge but an industry-wide issue and we want to play our part in changing the narrative.
Short term
Awareness of flexible working: Promote our policies to attract and retain a diverse workforce.
Promote women-focused benefits: Increase visibility of enhanced maternity leave and our menopause policy.
Recruit more talent: Continue anonymised recruitment practices and increase the representation of women. This includes attending women-in-tech events and championing an inclusive workplace.
Change culture and behaviours: Foster a more inclusive workplace through unconscious bias training and events like International Women’s Day.
Medium term
Analyse career development: Identify any disparities in career progression between men and women in similar roles with comparable start dates. Use insights to shape our action plan and address potential barriers to progression.
Enhance career development: Work with our communities of practice to identify challenges women face in career growth and implement targeted support initiatives.
Improve our benefits: Assess and refine our benefits to further attract and retain women in our workforce.
Long term
Do more educational outreach: Strengthen educational initiatives with Growing Digital Talent in Leeds and Manchester and GirlTech events, inspiring and supporting women entering tech.
Recruit apprentices and people in their early careers: Provide opportunities and support career development in tech.
Engage with the tech industry: Contribute to closing the gender gap in STEM by participating in industry events, delivering talks and collaborating to promote gender diversity.