Gender Pay Gap Report

Gender Pay Gap Report Linley & Simpson Ltd Snapshot Date: 5th April 2023

Publication Date: 4th April 2024

CEO Martin Elliott

Following on from our first gender pay gap report for the company last year, I am pleased to report a narrowing of the median pay gap between males and females. In addition to this, the bonus pay gap has narrowed significantly.

Over the past year we have successfully launched schemes and steering groups, to further support our mission in removing any bias and inequality within the business.

Our aim remains to align pay for jobs of equal value in the business by recruiting the right people for the role and rewarding them appropriately.

I can confirm the information and data contained in this report is accurate as of the snapshot date 5 April 2023.

Our UK gender pay gap data What is the Gender Pay Gap? The gender pay gap is a measure of the difference between the average earnings of men and women across the same business. A positive percentage indicates that men, on average, are paid more than women and a negative percentage indicates the opposite. It is not the same as equal pay which relates to men and women being paid equally when doing the same, or equivalent, work. When the snapshot was captured, Linley & Simpson Ltd had a total of 328 employees, up from 283 the previous year.

Our Commitment We’re dedicated to recruiting the right people and rewarding them fairly, based on their experience and what they have achieved, not who they are. Most of our roles within the business are paid at market rate which helps reduce the gap and enables us to remain competitive. We also recognise that inclusion goes beyond gender, and that having a diverse and vibrant team is a key.

We focus on succession planning to ensure structures support organic growth We have recently reviewed policies to further support women returning to the work, and enhance pay whilst on leave We have invested in our learning & development team in order to provide opportunities for all employees We have created a dedicated focus group with a mission of uniting women for success We have created a dedicated focus group to improve our culture and engagement through diversity and inclusion activities We are including gender pay gap reviews for our cyclical pay & bonus reviews We are committed to improving pay transparency across our business Factors impacting our gender pay gap Females account for 64% (2022: 67%) of our workforce of which 26% work on a flexible working basis and predominantly undertake entry level administrative roles which sit in our lower pay quartile.

SUMMARY OF RESULTS – ORDINARY PAY

This report details the gender pay gap data for Linley and Simpson at the snapshot date of the 5 April 2023.

ORDINARY PAY GAP

the percentage ordinary pay gap between female and male relevant employees.

QUARTILES

Gender distribution across four pay quartiles

UPPER MEAN

22 %

4%

The mean pay gap is the difference between the average hourly rate for men and women.

48%

27%

73%

LOWER MIDDLE

34%

66%

LOWER

34%

66%

UPPER MIDDLE

Mean: The sum of all earnings in a dataset divided by the number of employees in the dataset

MEDIAN

52%

SUMMARY OF RESULTS – BONUS PAY

This report details the gender pay gap data for Linley and Simpson at the snapshot date of the 5 April 2023.

% RECEIVED BONUS PAY

BONUS PAY GAP

MEAN

61 %

The mean pay gap is the difference between the average hourly rate for men and women.

MEDIAN

18 %

The median pay gap is the difference between the midpoint salaries for men and women.

77% of males

received a bonus

87% of females received a bonus

Dataset consists of bonuses paid in the 12 months prior to the 5th April 2023 and includes; commission, branch and annual performance bonuses Median bonus gap – the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees Mean bonus gap – the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees Bonus proportions – the proportions of male and female relevant employees who were paid bonus pay during the relevant period

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