Acora Ltd
Gender Pay Gap Report – 2023
Contents
Forward
What is the Gender Pay Gap?
Acora’s Gender Pay Gap (Statutory Requirements)
Gender Bonus Gap
Closing the Gender Pay Gap

Gender Pay Gap Report 2023

Forward
I am pleased to publish our gender pay gap report for 2023, based on data from a snapshot
date in April 2023.
Acora has always been a company enriched by a diverse and talented team, and one of ouraims is to pay all employees equitably regardless of an individual’s gender, ability, age, race,religion or belief.
We are committed to ensuring there are equal opportunities within the workplace andduring this year, we believe we have made significant progress in promoting our employees,
not only organically via our Career Framework, but also from acquisitions where we havegained a wealth of skilled and experienced employees. The integration of these employees
has elevated learning and development within particular areas of our business.
We believe that we have made significant progress since last year, but we are notcomplacement, and we continue to learn from the data which allows us to identify themeasures we can put in place to drive improvement. We continue to focus on key areas
which are realised not just by the data but also by the internal engagement with ouremployees to understand the enablers and barriers to development and promotion.
With 83% (2022 ‐ 83%) of our employee population being male, we appreciate that ourgender pay gap of 19.2% (mean) / 0.17% (median) (2022 – 21.5% (mean) / 22.5% (median)continues to be higher than the national average of 14.3% (14.4% in 2022), but it continues
to decrease year on year. We are however pleased to report that our median gender pay
gap has decreased significantly this year by 22.33% to almost 0%.
Our strategy is centred around continuous improvement and development, characteristics
which underpin what Acora stands for, particularly when it comes to our employees, so
committing to an improvement plan will ensure that we continue to enjoy a diverse andinclusive workforce which is vital in driving our long‐term business success and delivery ofsustainable growth.

Gary Page
Chief Financial Officer

Gender Pay Gap Report 2023What is the Gender Pay Gap?
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 requires allcompanies by law with more than 250 employees to carry out gender pay gap reporting on
a snapshot date each year (5th April). On the snapshot date, 5th April 2023, Acora continues
to meet the requirement to publicly report our gender pay gap analysis.
The gender pay gap is calculated as the difference between average hourly earnings(excluding overtime) of men and women as a proportion of men’s average hourly earnings(excluding overtime). It is measured across all jobs and does not compare the difference inpay between men and women doing the same or equivalent job, known as equal pay.

Acora’s Gender Pay Gap
Statutory Requirements
The Mean Pay Gap
The mean pay gap is the difference in the average hourly pay for women compared to men within anorganisation.
Acora’s overall gender pay gap by mean average is 19.2% (2022 – 21.5%) in favour of men. Thismeans that across our total workforce, on average, men at Acora are paid 19.2% more than women,or for every £1 that a man earns, a women will earn £0.81p (2022 ‐ £0.78p).

The Median Pay Gap
The median pay gap represents the middle point of the hourly pay rates. The median figure is
calculated by lining up all of the women’s hourly pay and all of the men’s hourly pay – the median
pay gap is the difference between the hourly rate for the middle woman as compared to that of themiddle man. The median figure is considered to be a better indicator of ‘average’ earnings or typical
pay because the mean pay gap can sometimes be skewed by fewer individuals earning more in theupper ranges.
Acora’s median gender pay gap using hourly rates is 0.17% (2022 – 22.5%) in favour of men. Thismeans that men at Acora are paid 0.17% more than women, or for every £1 that a man earns, awoman will earn the same (2022 ‐ £0.77p). This represents a material change since 2022 and isdown to the organic growth of the business and the acquisitions it has made which has helped
redress the balance.

Gender Representation
Our Gender Pay Gap figures are calculated on a workforce that is 83% male & 17% female (2022 ‐83% male and 17% female).

Gender Pay Gap Report 2023

Pay Quartiles
The pay quartiles below show the percentage of male and female employees in each hourly payquarter ‐ lower (Q1), lower middle (Q2), upper middle (Q3), and upper (Q4).

% of Men & Women per Quartile Pay Band
100.0%
90.0%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%

1234

Men (2023)

77.8%

92.5%

79.4%

91.6%

Men (2022)

71.6%

87.5%

86.3%

88.8%

Women (2023)

22.2%

7.5%

20.6%

8.4%

Women (2022)

28.4%

12.5%

13.8%

11.3%

Men (2023)

Men (2022)

Women (2023)

Women (2022)

Number of Men & Women per Quartile Pay Band
120
100
80
60
40
200Lower

Lower Middle

Upper Middle

Upper

Men (2023)

84

99

85

98

Men (2022)

58

70

6971

Women (2023)

24822

9

Women (2022)

18766

Men (2023)

Men (2022)

Women (2023)

Women (2022)

Acora’s workforce is predominantly male and is the main reason for our gender pay gap. Being aManaged Service Provider within the IT industry, it has always proven difficult to recruit women andour experience is reflective of the broader Technology sector. Women within our organisation are
more likely to work in support and administration roles, many of them on a part time basis which is
Gender Pay Gap Report 2023

illustrated by the data in the Lower Quartile Pay Band, however, we have seen significant increase in
the number of women who have been employed or who have joined through an acquisition in seniorand managerial roles, this is particularly highlighted in the Upper Middle Quartile Pay Band.

Gender Bonus Gap
78.2% (2022 – 12.2%) of men were awarded a bonus
85.1% (2022 – 13.8%) of women were awarded a bonus

The mean bonus pay gap is 42.76% (2022 – 68.33%) in favour of men, or in value terms, on average,
for every £1 that a man receives in bonus pay, a woman receives £0.58p (2022 ‐ £0.32p).
The median bonus pay gap is 0% (2022 – (185%) in favour of men) in favour of women, or in value
terms, on average, for every £1 that a man receives in bonus pay, a woman receives the same (2022‐ £2.85p).
Bonuses are rarely paid out at Acora, but this year two cost of living bonuses were paid to every
eligible employee, one in November 2022 and another in February 2023.
As the median bonus pay gap gives a better indication of the ‘average’ bonus pay, for 2022/23 thefigures showed 0% meaning that the same bonus was paid to both men and women. A comparison
to the previous year is difficult as in 2021/2 no bonus was paid and the figures reported were based
purely on commissions, long service and people awards, hence the significant differences in thecomparable figures.

Closing the Gender Pay Gap
Engagement & TransparencyContinue to regularly review and monitor pay across Acora and address any inequalities
Ensure pay decisions on recruitment are evidence based, fair and equitable
Continue to focus on our wellness at work programmes reviewing our approach to smarterand hybrid working that promotes flexibility for all including those with family and caring
commitments
Continue to build upon the recommendations from the Social Mobility Foundation to shape
an environment where aptitude and ability, not background or birth, determine how farpeople progress

Recruitment
Continue to develop our brand and ensure that all job vacancies are advertised to as wide anaudience as possible using a range of job boards and sourcing approaches
Continue to operate skills based assessments and structured recruitment approach for all
internal and external candidates

Gender Pay Gap Report 2023

Full transparency of all vacancies across Acora for employees to apply for internally
Continue to partner with schools, colleges and universities to actively promote Early Careersat Acora to drive engagement with students and advocate careers in IT

Career Development & LearningContinue to embed a learning and development culture to ensure all employees have accessto learning and development opportunities regardless of their gender, background or othercharacteristics
Ensure our internal Career Framework where roles have been evaluated and assigned a levelaccording to the skills required is the foundation for our promotion process
Continue to drive our one‐to‐one KPI to ensure that all employees have a minimum of 10
development conversations with their line manager via our Clear Review system
Regularly conduct talent evaluation and succession workshops with Senior Managers andLeaders to identify and create development pathways to support career progression
Active promotion of Women in Tech initiatives to demonstrate our commitment to driving
change in the number of women working within the technology sector

Gender Pay Gap Report 2023