Intrum UK Limited Gender Pay Gap Report 2022
At Intrum UK Limited, we are proud to promote a culture of inclusivity and collaboration. Regardless of background, our employees should feel empowered and equal across all departments and positions, and feel that they have the opportunity to succeed. In our latest employee survey, 97% of our employees felt that their background did not affect their role, and 89% of employees were proud to work for us. I am also pleased to say that we are able to demonstrate an almost even split of males and females across the business at 48% and 52% respectively.
At the government defined ‘snapshot date’ of 05 April 2022, the Company exceeded the minimum threshold of 250 employees required to undertake gender pay gap reporting for the second year. At Intrum UK Limited, our pay periods are monthly and, as such, our calculations were based on the payroll month of April 2022.
At Intrum we are fully committed to equal pay and fair remuneration. Equal pay is different to gender pay gap. While equal pay is when men and women receive the same pay for performing the same or similar roles, gender pay gap is calculated based on an hourly rate of pay determined
by several pay components and only based on the payroll month in which the snapshot date falls.
Our median gender pay gap is encouraging, standing at 11.9%. Our mean gender pay gap is a moderate 35.3%, which is heavily influenced by senior and Group employees.
Our median bonus gender pay gap has decreased by 5.4% in 2022, standing at 12.4%, while our mean bonus gender pay gap is 74.5%, a small decrease of 1.2% compared to 2021. Our mean bonus gender pay gap is heavily influenced once again by a majority of males at senior levels and
Group employees who live in the UK.
Although it is difficult to minimise the impact that our Group employees have, we are aware that the majority of UK employees at senior levels are male, and we are committed to employing more females within the Market Management Team to reduce this gap in future years. There is more work for us to do here and I am confident that we will reduce this gap.
Our second year of gender pay gap reporting and our first opportunity to consider year-on-year trends has been insightful, and has certainly provided us with an opportunity to identify areas for improvement. We have incredible female talent within the business and we will continue to
dedicate resource into building skills, knowledge to bolster female succession planning for senior positions.
