Phoenix Software is committed to fostering a workplace culture that champions diversity and fairness. As part of our dedication to transparency and progress, we present our Gender Pay Gap Report, an analysis aimed at understanding, addressing, and ultimately eliminating disparities within our organisation.
The importance of examining and rectifying gender pay gaps cannot be overstated. Beyond mere compliance with regulatory requirements, it is a moral and strategic imperative. Gender equality in the workplace isn’t just about fairness; it’s about leveraging the full potential of our talent pool and maximising organisational performance. By ensuring that every individual is compensated fairly, regardless of gender, we foster a culture of trust, respect, and empowerment, laying the foundation for innovation and excellence to flourish.
A total of 415 employees were included in the 2024 calculations. Of these, 273 are male and 142 are female.
The Gender Pay Gap calculations are based on data taken on the ‘snapshot date’ of 5th April 2024.
Action plan for the next year
We regularly review ways to reduce and close our pay gaps, and as part of our action plan we will look at the following:
- We regularly review ways to reduce and close our pay gaps, and as part of our action plan we will look at the following:
- Ensure men and women have equal access to formal or informal mentoring opportunities
- Implementing measures to prevent harassment (including sexual harassment) in the workplace including Harassment (inclusive of sexual harassment) Policy, training managers, and making it safe and easy for employees to report and respond appropriately
- Create a pool of diverse Culture Champions to support with inclusive interview panels and more
- Continue with our Shadowing Programme for employees to get insights into other roles and teams for greater visibility and awareness across the business
- Creation of an internal mentoring programme to support employees across the business
- Run a ‘CEO for a Day’ programme at a Group level to give employees the opportunity to spend the day with our female Chief Executive Officer supporting with development, inclusion, and growth within the business
- Use structured interviews for recruitment and promotions to prevent bias and have diverse selection panels
- If you’re still reading, we think there’s a strong chance you might be our kind of person
- Here’s the thing, though – research suggests that 60% of women and underrepresented people might have already talked themselves our of applying. Even if you don’t check every box above, we want to encourage you to introduce yourself
- We believe a diversity of perspectives and experiences makes a team stronger – and the stronger our team, the more successful we will beUse inclusive language in recruitment adverts including the following statement:
- Attract and hire returners (people who have taken an extended career break for caring of other reasons and who are either not currently employed or are working in roles for which they are over-qualified), ensuring the recruitment process is return friendly and non-bias
- Promote the benefits of flexible working and part-time roles to attract those who are looking to take a more active role in parenthood
- Enhanced family leave packages
- Support for employees experiencing menopause symptoms – including training, awareness of our policy, and an internal employee resource group (ERG) to support one another
- Review employee salaries annually to ensure that everyone is paid a wage that reflects industry and market averages
- Ensure that employee personal development and progression paths are discussed on a regular and realistic basis
- Hold open and honest exit interviews that encourage feedback to find out the reasons why people leave our business
- Continue to encourage women to consider sales and technical roles, whether through internal promotions or external recruitment including reaching out to schools and colleges
- Have female role models within Phoenix for those inside and outside our business to aspire to. We have a female MD and Group CEO
- Support our internal employee resource groups (ERG), covering areas such as wellbeing, neurodiversity, women in tech, men in tech, and LGBTQIA+ for further inspiration and action
- Employee Assistance Programme (EAP) for all staff providing support in areas such as stress, anxiety, low mood, financial worries, substance abuse issues, worries about physical health, confidence issues, and more
- Train all managers on unconscious bias as part of an ongoing training plan in line with the Phoenix company values/ valued behaviours
- Continue to improve workplace flexibility for everyone by designing more flexible jobs and training line managers to manage flexible workers
- Encourage greater take-up of paternity leave and shared parental leave; creating a culture where people feel comfortable and confident to request paternity leave and shared parental leave
- Train all managers as part of the ‘Best of the Best’ leadership training programme to manage people effectively, including the importance of leading by example, proactively tackling of conflict or inappropriate behaviour, and taking formal disciplinary action
- Actively look at every stage of the employee lifecycle to ensure that people management practices are fair and inclusive
- Ensure women are represented on all of our visual assets and marketing collateral that we produce as a business
Declaration:
We confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Regulations 2017) and has been produced by the Payroll Officer and approved by the Finance Director.
Last revised: 24th March 2025