Gender Pay Gap Report
Introduction
At TruFrame Ltd, we are committed to equality, fairness, and respect for all our employees. We welcome the opportunity to publish our gender pay gap information, in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
We have set out below the gender pay gap figures for TruFrame Ltd, based on a snapshot date of 5 April 2024. Reports for other years can be found on the UK Government Gender Pay Gap Service.
Our Gender Pay Gap Figures
| Metric | Percentage |
|---|---|
| Mean gender pay gap | 8.16% |
| Median gender pay gap | 6.99% |
| Mean gender bonus gap | -15.71% |
| Median gender bonus gap | 0% |
| Proportion of males receiving bonus | 79.09% |
| Proportion of females receiving bonus | 59.68% |
Pay Quartiles
The proportion of male and female employees in each pay quartile is as follows:
| Quartile | Male (%) | Female (%) |
|---|---|---|
| Upper quartile | 81.43% | 18.57% |
| Upper middle | 81.69% | 18.31% |
| Lower middle | 85.92% | 14.08% |
| Lower quartile | 62.86% | 37.14% |
Our Commentary
We recognise that our gender pay gap reflects the distribution of male and female employees across different roles within the company. While our overall workforce includes a higher proportion of male employees, we are encouraged to see strong female representation in our lower and upper pay quartiles. We remain committed to promoting opportunities for women at all levels and continue to review our recruitment, development, and progression practices to support gender balance across the organisation. The negative mean bonus gap suggests that, on average, women received slightly higher bonuses than men—although this is influenced by specific performance-based awards in the year.
Declaration
I confirm that the information and data reported are accurate as of the snapshot date and have been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
David Firmager
Managing Director