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TopCashback Gender pay gap

We aspire for our people to fairly reflect the customers and communities we serve, and as a result, we aspire to eliminate any gaps in pay.

 

This year’s gender pay gap numbers show that progress is possible. It is still slow but change of this nature takes time.  There is more work to do as we remain focused on our belief in fair play. Fairness within our organisation has always been a priority to us.

 

This positive movement in our results strengthens our belief that we have the right plans in place to continue to build a brilliant, diverse workforce at every level.

What are we reporting on

  • Based on a binary understanding of Gender: Male, Female

  • We appreciate we have colleagues who do not fit into this binary categorisation of gender including those who are non-binary or genderfluid and they are not captured in this reporting

  • Sharing gender identity is voluntary in TopCashback

  • TopCashback UK based heads

  • Comparing wages during the snapshot period of: 5th April 2024

The gender pay gap does not measure equal pay, which relates to what women and men are paid for performing equal work. The principle of equal pay is enshrined in law and we are committed to ensuring ongoing compliance with our equal pay obligations.  The gender pay gap is the difference in the average pay and bonusses of all men and women across the organisation, irrespective of their role or level.

Working Together on Project

The TopCashback community

In TopCashback we had a total number of colleagues of 271 working for TopCashback in our UK based offices as of 5th April 2024. Our reporting is based on 260.

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Our gender split during this period was 127 Males and 133 Females.

Our Findings

In regards to our Gender Pay Gap, we understand the drivers of it and are working hard to address it.

 

We work in a digital technology based business where a third of our total heads are from within the Tech industry, which nationally is made up of just 20% women.   During 2023 and into 2024, we have seen our tech team move closer to this average, falling a little short at 19% (from 14% in 2022). 

 

Our senior leadership team is made up of 10 males, who have all been in position for at least five years with most being in post for more than 10 years, and one female who was appointed in 2023.

The business therefore has a large percentage of male colleagues in our Tech teams, as well as lower representation of female colleagues at the most senior level.  Excluding the Board and our Tech Department, we have more women in our top two quartiles than men.

 

It is important to note that we don’t pay people differently based on their gender. The gender gap is caused by this lower proportion of females in senior leadership and tech roles and a higher proportion in our lower paid roles.

 

In 2021 we introduced a new inclusive recruitment policy to ensure we were attracting as many women as possible to our teams, particularly the tech teams, and we continue to engage with inclusive and diverse recruitment platforms to specifically target women.  The success of this initiative continues, with new and existing hiring managers implementing the principles we all believe in.

 

We also have a historic share option that was awarded to all employees around 10 years ago that significantly skews our overall Gender Pay Gap figures (also reported below), and will continue to adversely impact these for several years to come.  

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Our Plan to address this going forward:

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  • Continue to support our inclusive recruitment process.  All roles are advertised internally to widen the pool of candidates. Our internal moves (usually carrying additional responsibility) were 19 this year, consisting of 11 females and 8 males

  • Continue to engage diverse / inclusive focused recruitment platforms that help us get our roles in front of females in the tech industry

  • We aim to have diverse shortlists for all senior internal and external hiring

  • Ensure our tech recruitment partners are inclusive

  • A gender lens on all future Board appointments

Recruitment:

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  • Listen to our colleagues experiences of our workplace and continue to raise awareness of those who may face extra barriers due to gender, race, religion, ability level etc..

  • Continuing to run to our TopTalk programme to learn about others experiences of life

  • Flexible, job share, and part-time working is available to everyone

  • We continue to provide training to our leaders to ensure we have a positive environment where concerns can be raised

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Retention:

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  • Offer female external leadership training to women in the business

  • Offer mentoring programme

  • Work continues within our tech teams to review the role content to enable better development conversations and support more robust career progression plans

Development:
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