Gender Pay Gap

At Awaze UK we strive to create an inclusive working environment where everyone has the freedom to be themselves. We recognise that all our colleagues are unique – whatever their ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies, and that by valuing each other and working in collaboration we build a team of forward thinking individuals that help make our business a success.


We have a mean gender pay gap of 34.35% and a median gender pay gap of 30.57%, both above the national average. We know our gender pay gap is not a pay issue but is a consequence of there being a significantly higher proportion of women than men in more junior roles and fewer women than men in senior management and leadership positions. We are committed to reducing the gaps whilst maintaining our focus on individual capability.

Gender Pay & Bonus Pay Gap

Difference between Men and Women Mean Median
Gender Pay Gap 34.35% 30.57%
Gender Bonus Gap 65.92% 46.12%

(Gender bonus gap refers to bonus, incentives and LTIPS)

Proportion of employees receiving a 2017 bonus

Female

96% received a bonus
4% no bonus received

Male

94.49% received a bonus
5.51% no bonus received

Proportion of males and females in each pay quartile

Quartile 1

48.67% Female
51.33% Male

Quartile 2

63.83% Female
36.17% Male

Quartile 3

81.91% Female
18.09% Male

Quartile 4

79.79% Female
20.21% Male

Making changes for the future

We have a commitment to all of our employees to offer a working environment where there are clear career progression paths, where we optimise opportunities for growth and where we support and encourage personal development. Our changes will continue to focus on:

Attracting and developing female talent

  • Reviewing our recruitment strategy to ensure we are attracting the widest possible female talent pool
  • Nurturing and developing our existing female talent

Empower our leaders to own and drive inclusion

  • Proactively recognising our existing female talent
  • Encouraging colleagues to participate in forums which recognise and champion women in leadership

Providing a working environment that is appealing to and supportive of all

  • Ensuring our policies are as inclusive, flexible and supportive as possible
  • Ensuring our working environment encourages and supports collaborative ways of working
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Geoff Cowley, Chief Executive Officer

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Helen Khan, Chief People Officer