Gender pay gap at Made Tech

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 team differently for the same or similar roles based on their gender. The main reason behind the pay gap is the gender imbalance across our business. This is most obvious in our more senior roles, and our Technology service line which makes up the majority of our team members. 

If we go back to our 2022 snapshot data, women made up 37.03% of our workforce compared to 60.93% men. For this year’s reporting snapshot, it has increased to 38.7% women.

A year on year comparison

In the table below, you can see our hourly pay percentages for Made Tech.

Hourly Pay

Year	Mean	Median
2021	13.26%	30.65%
2022	5.83%	24.67%
2023	19.9%	27.87%
2024	17.0%	16.0%
2025	0.10%	10.80%

Comparing our 2025 results to 2024, our hourly pay gap has decreased even further. 

What has contributed? 

Our academies and apprenticeships have historically been a great way we help more women start their careers in tech. We know this helps to increase our gender balance, but this can create an imbalance in regards to our gender pay gap as they are often amongst our lower earners. 

Therefore alongside our work in early careers, we knew it was necessary for us to double down on our efforts to support women progressing within their roles and seek to hire more senior women into the business. 

Since the last report;

• 16 women have achieved promotions
• We have hired 56 women, with 33 of those being at Senior level roles or above.
• We are proud to have welcomed our first female Managing Director. We know that with her role joining the business will have heavily impacted our hourly pay gap figures – and while this is a positive shift, we know we still have wider work to do internally to sustain this pay gap position.   

To support this, we have;

• introduced an internal mentoring program.
• continued our efforts to ensure/increase presence of women on interview panels,
• introduced a specific leadership diversity group focused on increased representation at senior levels, 
• partnered with charities such as Tech She Can, and
• introduced an internal mentoring program.

Bonuses at Made Tech 2024

Here’s a look at how bonuses were paid throughout the snapshot period in 2024 and 2025.

Percentage of team members who received any bonus	2.65%
Percentage of men who received a bonus	2.73%
Percentage of women who received a bonus	2.33%
Mean bonus pay – gender pay gap	-157.07%
Median bonus pay – gender pay gap	-50.74%

Bonuses at Made Tech 2025

Percentage of team members who received any bonus	6.40%
Percentage of men who received a bonus	5.69%
Percentage of women who received a bonus	7.52%
Mean bonus pay – gender pay gap	-81.88%
Median bonus pay – gender pay gap	-67.94%

Here’s what bonuses typically construe at Made Tech. 

Commission: this is part of our incentive compensation schedules for our commercial team.

Sign-on: this is when a new hire joins the team. Referral: this is when a team member refers a new hire (this has been a hugely successful way to discover new talent and reward existing team members).

What we’re doing to close the gap

As mentioned, our sector is one that’s historically heavily male-dominated, which means there’s an added challenge when it comes to closing our gender gap. However as we continue to grow in our other functions as a tech consultancy, some of the actions we have taken and are continuing include:

• Cross-functional panels that help improve representation at senior levels during interviews and promotion panels (making that conscious effort to ensure diversity when scheduling interviews). 
• Candidate surveys to help us better understand candidate conversion from underrepresented groups – this also helps us recognise points in our process that may be impacting women and other marginalised groups.
• Increased referral bonuses to support the hiring process (referrals are a great way of bringing in diverse talent, and rewarding those for bringing them in). 
• Targeting specific job boards (with continued use of gender decoder software to make sure our job ads are inclusive and not gender coded).  
• Supporting internal promotions.
• Weekly dedicated sourcing time for diverse candidates
• Engaging with brilliant organisations such as Coding Black Females (CBF) as part of hiring efforts. We have also attended  career events they have hosted, and looped in for support for our Software Engineering Apprentice hiring. We will also be sponsoring CBF Fest in September 2026. 
• Launched an internal mentoring program to support and progress our current team members (including reverse mentoring).
• Created a competency framework to provide clear career pathways and clarity for progression. 
• Created new paybands using market-led data through Willis Towers Watson which are intended to drive better, more equitable pay decisions. 
• Ensuring employee alignment with pay bands and addressing equity during our annual pay reviews. 
• Introducing different roles within our Senior Leadership team (ensuring diversity of pipelines) 

Looking to the future 

And here’s what’s coming up that we’re hoping will continue to retain and attract a diverse workforce, and maintain an equitable gender pay position: 

• Continued focus on hiring more women into senior roles. 
• Continued support and investment in future cohorts for our apprenticeships. 
• Reviewing our benefits and maternity and parental leave policies and continuous support. 
• Roll out unconscious bias training for our hiring managers. 
• Introducing menopause policies, and upskilling our leaders and people managers on how to better support colleagues experiencing menopause. 

The gender pay gap is just one part of making sure our team feels represented and fairly compensated at work. We know it takes a continued effort from everyone in the business to help close this gap and it will continue to be a focus for us. We are proud to be able to submit figures that reflect closer to where we want to be as a business.