Gender Pay Gap Report 2024

As set out in Blick Rothenberg’s Pathway, our five-year strategy, we are committed to improving the diversity of our workforce across all levels by building a culture that’s genuinely inclusive, where everyone can fulfil their potential and individuality is celebrated.

The UK Government requires all employers with 250 or more employees to annually disclose their gender pay gap using the following metrics:

• Mean gender pay gap using hourly pay
• Median gender pay gap using hourly pay
• Mean bonus gender pay gap
• Median bonus gender pay gap
• Proportion of men and women receiving bonuses
• Proportion of men and women in each pay quarter

Accordingly, we are sharing our gender pay and bonus gap figures which continue to help us understand how the average earnings of male and female employees working at BR differ.

The data in our gender pay analysis is a snapshot at 5 April 2024 and has been calculated using the standard methodologies set out in the Equality Act 2010 (gender pay gap Information) Regulations 2017.

Understanding Gender Pay

The gender pay gap is different from equal pay. Equal pay is about ensuring that men and women performing the same or equivalent work are paid the same, whereas the gender pay gap is a statistical calculation which looks at the difference between the average salaries of all females and all males across the organisation.

Our Gender Pay and Bonus Gap Data:

Pay quarters

The percentage of men and women in each hourly pay quarter (this is the percentage of men and women in 4 equally sized groups, ranked from highest to lowest hourly pay).

There are 176 people in each quarter.

Bonus recipients

Proportion of males and females receiving bonuses:

Key headlines for 2024

Blick Rothenberg has a mean hourly pay gender pay gap of 16.74% and a median hourly pay gender pay gap of 3.69%. We have seen positive movement since our last report with a reduction of 2.92% to our mean hourly pay gender pay gap and a reduction of 4.73% to our median hourly pay gender pay gap.

We have, however, seen an increase in our mean bonus gender pay gap at 61.72% (up 3.61% since 2023). The mean bonus gender pay gap compares the average male bonus to the average female bonus overall. This means that when looking at all men and women who received a bonus in Blick Rothenberg, the average payment for males was higher than it was for females.

Our median bonus gender pay figure has decreased to 13.33% (down 16.67% from 2023). The median is calculated by ordering all bonus payments for females and males separately in ascending order and selecting the middle number from each list.

The increase in our gender mean bonus pay gap can be explained by the structure of our workforce with a greater number of men in our Partner and more senior roles than women on 5 April 2024 and bonus represents a higher proportion of total remuneration for this group.

It is worth noting that, unlike comparable firms, Blick Rothenberg is a Limited Company and as a result, all those in Partner roles are employees and are therefore included in our calculations whereas typically in a partnership they would be excluded.

We have, however, conducted some additional analysis and calculated the gender pay and bonus pay gap figures removing data for Partners.

This shows Blick Rothenberg has a minus mean hourly pay gender pay gap (meaning females were on average paid higher than males) at -3.15% and a median hourly pay gender pay gap of -4.15%, and a mean bonus gender pay gap of 1.15%, and a minus median bonus gender pay gap of -0.84% (meaning females had a higher median bonus than males).

We are not obliged to publish this additional data but have chosen to as it tells us specifically where our gender pay gap challenges lie.

What are we doing to close our gender pay gap?

Blick Rothenberg is committed to closing our gender pay and bonus gaps and we recognise that to do this we need to increase the number of women in our most senior roles.

Over the past year we have:

• Launched the next phase of our Inclusion and Diversity strategy, given our gender pay and bonus gaps are driven by having more men at senior levels where salaries and bonuses are typically higher, our new inclusion and diversity strategy specifically focuses on addressing some of these issues
• Provided a diversity review of our salary, bonus and talent review processes which has helped us make fairer decisions regarding pay, bonus, and promotions
• Launched our new Director development programme, Evolve, which supports the leadership development and progression of our Director population
• We have put in place a coach development programme, a key cornerstone of our wider people strategy, helping to transform the way we lead, manage and interact with all our people

We know that to achieve change, inclusion and diversity needs to be embedded across our entire employee lifecycle, from attraction and recruitment, to pay and equal access to training and opportunities.

Looking forward we will be:

• Focusing on improving our attraction and recruitment processes, with a particular focus on Partner recruitment
• Putting in place a skills development programme (People Manager Evolution) for all our People Managers which will have a focus on inclusion. This will provide our people with the practical skills to help them lead inclusively on a day-to-day basis
• Putting in place gender targets to help us drive long term sustainable change

I confirm the data reported is accurate and has been calculated according to the legal requirements.

Nimesh Shah, Chief Executive Officer, Blick Rothenberg

Published: 16 March 2025