Gender pay gap at Made Tech
We’re passionate about making sure Made Tech is a workplace built on fairness, transparency and equal opportunity. Closing our gender pay gap remains a key priority for us each year, as we know it plays an important role in building a fair, equitable and happy society.
The gender pay gap shows the difference in average earnings between women and men at Made Tech. While we first became legally required to report our figures in 2022, our commitment to transparency started earlier. We also chose to publish our 2021 data voluntarily, and we’ve continued to focus on improving our gender pay gap year on year.
Reporting on our gender pay gap helps us understand what’s working and where we need to go further. In the report below, you’ll see areas where we’ve made progress, as well as areas that still need more attention. We’re committed to building on this and sharing our journey openly.
Breaking down our gender pay gap
As you take a look at our gender report, it’s important to note that the data you’ll see does not mean we pay our people differently for the same or similar roles based on their gender.
Looking in more detail at our 2024 snapshot data, it shows that the gender balance of our people is 37.94% women and 62.06% men. This imbalance is more noticeable in senior roles, where the data indicates a stronger weighting towards men. Even with this imbalance, we’re starting to see signs that the steps we’re taking are having a real impact.
We’re really pleased to share that our work to close the gender pay gap is paying off. We’ve seen a drop in our hourly gender pay gap, and we’re especially happy to report that our hourly median pay gap has gone down by 12%.
A year on year comparison
Hourly Pay
| Year | Mean | Median |
|---|---|---|
| 2024 | 17.00% | 16.00% |
| 2023 | 19.90% | 27.87% |
| 2022 | 5.83% | 24.67% |
| 2021 | 13.26% | 30.65% |
Over the past few years, we’ve made meaningful progress in reducing our gender pay gap, and the latest figures reflect that effort. In 2024, our median hourly gender pay gap fell to 16%, a significant drop from 27.87% in 2023 and 30.65% in 2021. That’s an 11.87 percentage point reduction in just one year. Our mean pay gap also improved, decreasing from 19.90% in 2023 to 17.00% in 2024. These shifts didn’t happen by chance they’re the result of ongoing action across the business, for example using gender decoder tools in our job advertisements and increasing support for internal promotions. There’s still more to do, but we’re moving in the right direction with a clear commitment to lasting change.
Bonuses at Made Tech
| Bonus category | 2024 | 2023 | 2022 |
|---|---|---|---|
| Percentage of team members who received any bonus | 6.47% | 40.70% | 24% |
| Percentage of men who received a bonus | 4.74% | 42.30% | 21% |
| Percentage of women who received a bonus | 9.3% | 38.30% | 28% |
| Mean bonus pay – gender pay gap | 29.75% | 8.70% | 10% |
| Median bonus pay – gender pay gap | 85.53% | 11.10% | -50.86% |
Our bonus pay gap results have shifted this year, largely due to changes in the types of bonuses we offer. In 2024, fewer people overall received a bonus. Only 6.47% of the team received one, compared to 24% in 2023. This drop is mostly because some of the bonus schemes we previously had, such as the anniversary bonus and sign-on bonuses, are no longer running or have been significantly reduced
This year, bonus payments mainly came from two sources: commission and referrals. Commission tends to be higher in value and is linked to our commercial roles. This contributed to the skew in our bonus pay gap, particularly as fewer people received bonuses overall.
Interestingly, a higher percentage of women (9.3%) received a bonus than men (4.74%) in 2024. However, both the mean and median bonus pay gaps increased, with the median gap now at 85.53%. This is due to the small number of bonuses paid this year. When only a few people receive a bonus, one or two higher payments can have a big impact on the overall figures.
Quartile distribution
| Quartiles | Male | Female |
|---|---|---|
| Upper | 75% | 25% |
| Upper Middle | 65% | 35% |
| Lower Middle | 56% | 44% |
| Lower | 52% | 48% |
When we look at the gender split across pay quartiles, we can see how representation shifts as roles become more senior, which is typically where pay begins to increase. In 2024, women made up 25% of the upper quartile, compared to 35% in the upper middle, 44% in the lower middle, and 48% in the lower quartile. This shows that male representation remains stronger in the upper quartiles overall.
That said, we’ve seen a noticeable improvement in female representation within the upper quartiles. In 2023, women made up just 17.9% of the upper quartile. In 2024, this increased by 7.1% to reach 25%. While there’s still progress to be made, it’s encouraging to see movement in the right direction.
There has also been a significant increase in the number of women promoted over the past year, with us doubling the number of women who were promoted compared to the previous year. This reflects our continued commitment to providing fair opportunities for growth and progression across the organisation.
We know that improving representation in our upper quartiles is an important part of reducing our gender pay gap. This continues to be a key focus for us as we work to build a more inclusive and equitable workplace.
