Gender Pay Gap20221INTRODUCTION
As part of our commitment to being adiverse and inclusive organisation, theGender Pay Gap report has become
one of our measurement tools within
our strategy, specifically sitting within
the focus area to ‘increase data
capture’. The aim here is to trackprogression across the organisation.
We see reporting as a positive
opportunity to ensure we are making
a difference where it is most required.
Our obligations to report under theEquality Act 2010 (Gender Pay GapInformation) Regulations 2017, haveenhanced our internal analysis ofaverage pay in the business and is
helping us to shape for the future.

GENDER PAY GAPWhat does equal pay mean?
Equal pay looks at the pay differences between men andwomen who carry out the same jobs, similar jobs or workof equal value. We strive to achieve equal pay for equal work
regardless of gender. The gender pay gap report shows
the differences in the average pay between men and women,
regardless of the role they are undertaking, for all fulland part-time UK based colleagues, excluding contractors.

GOOD BE YOND PROFIT | GENDER PAY GAP 2022

When determining the pay gap, certain circumstances resultin the exclusion of some colleagues from what is known
as ‘relevant pay’, generally these are individuals on unpaid
or reduced paid leave (e.g., statutory leave such as maternity
and paternity).
This snapshot in time was taken on the 5 April 2022. On thisday, Collinson employed 55% male colleagues and 45% female.

2MEAN AND MEDIAN• We can confirm from the 2022 figuresthat women’s pay based on the meanis 28.6% lower than men’s pay for all
UK based colleagues.
• This represents an increase of 3.9%
than reported in the previous year
• When comparing to last year there
has been a 2% median increase,from 24.9% to 26.9%.

Why do we havea gender pay gap at Collinson?
The below graph shows the gender split between lower, mid, and senior level roles.

LEVELS 5 AND ABOVE

79% Male

Female 21%

LEVELS 3 AND 4

57% Male

Female 43%

LEVELS 1 AND 2

50% Male

Female 50%

There are two main drivers behind Collinson’s gender pay gap – the number of women occupying senior roles and a reliance onprofessions that are typically male dominated. Some key analysis include:• There is no difference in Levels 5 and the board in comparison to 2021.
• We have a slight increase of 2% of women occupying Levels 3 & 4 in comparison to last year.
• We have a minimal change in the number of women who are occupying Levels 1 & 2 with 50% split.

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Women in Tech
The market conditions dictate thattechnology roles tend to demand higher
salaries when compared to many otherprofessions within Collinson.
Those occupying technology roles
represent 23% of our workforce,and of those 71% are men. Of the 29%that are women, 81% are contractuallybased in London.
Our main offices in the UK are based inLondon and West Sussex and according
to Tech Nation only 28.4% of tech workers
are women in London compared to the49% of working population as women inthe same area.
We have an opportunity to attract more
female talent in this competitive area.

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Our Talent Acquisition team havecontinued to work on improving
our employer branding and we haveestablished anonymity of CVs in therecruitment process to help minimise
unconscious bias and continued to makeour job descriptions more gender neutral.
Whilst we have taken steps to address abetter balance of women in technology
roles, we recognise that the availability ofmen vs. women technology talent in themarket is disproportionate.
We also observe a greater numberof colleagues in finance roles which
represent 13% of our workforce and ofthese 42% are men. In the previous year
it was 14.1% of our workforce, with 44%
being men.

GOOD BE YOND PROFIT | GENDER PAY GAP 2022

Mean Gender Pay Gap by pay quartiles
This is the percentage of men and women colleagues in four quartile pay gaps bands (dividing our workforce into four equal parts).

UpperQuartile(Levels approx.
Board, 5 and 4)

Upper Middle
Quartile

Lower Middle
Quartile

Lower
Quartile(Levels approx. 4 and 3)(Levels approx. 3 and 2)(Levels approx. 1 into 2)

Female25.51%

41.84%

46.43%

62.76%

Male

74.49%

58.16%

53.57%

37.24%The mean gender pay gap quartiles tell us that:• There has been a decrease in the percentage of women in
the top quartile vs 2021 but there has been an increase in thepercentage of women in the upper middle quartile vs 2021of 7.1%. This suggests a shift in this quartile through career
progression or recruitment.

• The comparisons in the lower middle quartiles show that vs2021, there has been an increase of 7.8% in the percentage ofwomen in this quartile. This could suggest that we have more
women being recruited or through career progression, whichleads to an increase in the quartiles.

• There has been a slight increase in the percentage of men in
the lower quartilevs 2021 of 0.4%.

• Please note that as the year is reflective of 2022, it isbefore the new levelling structure was introduced. Moving
forward the new levelling structure will be used to continue
understanding the data.

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What is the mean
and median gender pay gap?

Bonus pay

The mean gender pay gap is the differencein average pay that men and women receive.

This is the percentage of men and women who received bonus pay in the 12 months
leading up the snapshot date of 5 April 2022.

The median gender pay gap shows thedifference in the midpoints of the ranges ofpay received by men and women.

Last year (2021) the results moved back outto £8.36 and the median to £7.40. This wasa result of the pandemic as Collinson wasimpacted due to the use of the Government
Furlough Scheme and the 25% pay cuts.
This year the mean and median has increased.
The mean is £10.18, and the median is £8.59.

Mean Hourly Pay
Rate

Male

£35.59Female£25.41

MaleFemale

GapGenderRateMale£31.89£10.18

Female£23.30£35.59Male£25.41

FemaleMaleFemale

Bonus Gap

33.9%

26.7%

7.2%

There were 249 bonus recipients in 2021/2022 of which 101 female vs 148 male.

Median Hourly Pay

GenderBonus Pay GapGap£8.59

Below is the percentage gender spilt of colleagues who received a bonus in 2022.

BONUS RECIPIENTSBY GENDER

56% MaleFemale 44%£31.89£23.30In comparison to 2021, the numbers have increased.

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What have we planned?
With a Diversity and Inclusion strategy now in place, we’ve identified 6 key focus areas where we need to deliver activity. Below are key
activities that are part of the strategy and aim to support the efforts to close the gender pay gap, retain and recruit diversified talent.

This includes:• We’ve hired a VP Rewards, Global who will be focused onbuilding a renumeration strategy that drives greater consistency
and parity for renumeration across the different job families andlevels. Our expectation is that this will more proactively address
the gender pay gap.
• Identify diverse talent across Collinson for career, promotionalor mobility opportunities. This will be through our Talent
Methodology framework to enable leaders and people managers
to identify talent in their teams for progression against a numberof career progression tools.

• Encourage and support women to progress to senior levels.
• Continue to work closely with Talent Acquisition to increase
inclusive recruitment practices.
• Continue to run and monitor compulsory D&I training.
• Continue to enhance family policies to promote an inclusive
family culture.

We have published the resultson our own website and GOV.UK• Continue to increase and embed diverse policies to support aninclusive culture.

Bertie Tonks
Chief People Officer• We have revised competency levels across the organisation.
As a result, it will demonstrate clearer career paths providing
people with the knowledge of how they can progress in theircareers regardless of what team or role they are in.

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GOOD BE YOND PROFIT | GENDER PAY GAP 2022