Gender Pay Gap 2021

Gender Pay Gap reporting compares the average pay for all men and all women in Kainos. It produces a calculation, the Gender Pay Gap, which reflects any difference between the total pay of all men and all of women in Kainos.

For 2021, our Gender Pay Gap is 18.2%.

Our statutory requirement is only to report on Gender Pay Gap for UK-based employees. That is the information that we submit via the UK government Gender Pay Gap Service. We think it is more useful to consider everybody who is employed at Kainos, so this report uses the data for all colleagues in all countries.

It's important to stress that having a gender pay gap does not mean that we pay people differently for the same role based on their gender. That's pay equity, and at Kainos we pay people equitably when they are doing the same job, regardless of gender or any other factor.

We audit this data annually to ensure we identify, investigate and correct any anomalies. We also audit across all available diversity data.

At Kainos, our Gender Pay Gap is really driven by the gender imbalance across our workforce, and an under-representation of women at senior levels. Our Gender Pay Gap will be zero when we have an equal split between men and women in Kainos and across all levels. That's why our Gender Parity Plan is important.

In FY21, women represented 30.4% of our total workforce, with a lower proportion of women at senior levels. There is a more detailed assessment of our Gender Pay Gap below.

Finally, Gender Pay Gap reporting focuses only on employees, so contract staff are excluded from this report.

“We still have work to do. We want to achieve gender parity by developing women into senior roles, finding innovative ways to attract higher numbers of women to employment in Kainos and ensuring pay equity for all colleagues. It’s activities like these that will help us to close the gender pay gap.”

Colette Kidd
Chief People Officer

The breakdown

To close the gender pay gap, we must increase the proportion of women in Kainos. Right now, we have a larger proportion of men in our workforce and at senior levels. 

Men, Women, Hourly Pay Gap and Bonus Pay Gap percentages from 2017 to 2021:

  Men Women Hourly Pay Gap Bonus Pay Gap
2021 69.20% 30.40% 18.2% 45.8%
2020 67.70% 32.20% 18.9% 44.6%
2019 42.9% 29.70% 29.70% 42.9%
2018 72% 28% 12.5% 50.4%
2017 71.9% 28.10% 14.7% 31.3%


In the 2020-21 period:

The proportion of women is 30.4% (compared to 32% in 2019-20). Our aim is to increase the proportion of women to 38% by 2025. We saw a minor decrease in the gender hourly pay gap to 18.2% (compared to 18.9% in 2020).

To compare, in the UK, the average median hourly pay gap is 15.4% and across a selection of tech companies the average hourly pay gap is 16.6%.

The ‘median’ figures shown above take all the salaries for women in order from lowest to highest and compares the mid-point salary against the mid-point for men. The same is done for bonus.

Our Gender Pay Gap data for the period 2021 shows:

  • We still face challenges in addressing under-representation of women across Kainos, particularly in technical roles.
  • We need to develop more women into senior roles to close the gender pay gap.

How we aim to close the pay gap

1. Attracting talent:

  • Apply guidelines to increase representation of women at outreach events
  • Target recruitment of women for Entry Level programs
  • Increase representation of women at key hiring stages
  • Continued focus on gender balance in candidate sources processes

2. Outreach initiatives:

  • Continued role in our Women in Tech activities in schools
  • Virtual CodeCamps
  • Digital bursaries targeting young women

3. Awareness raising:

  • External campaigns showcasing Kainos as a technology employer of choice for women

4. Development:

  • Launch our global Women in Leadership program and 1-2-1 coaching support
  • Promote the importance of accurate talent review data to help identify women for Kainos development programs
  • Launch of Returners program to attract women after time out of work

5. Pay equity:

  • Complete review of all pay data to identify and take corrective action on any gaps in salaries paid to men and women in similar roles

6. Recognition:

  • Actively promote senior roles in our company through our Inspire Network

7. Retaining talent:

  • Review of attrition data for women to drive corrective action where possible

8. Data:

  • Further encourage capture of D&I data
  • Further encourage use of D&I dashboard to increase Leader's understanding of gender and ethnicity data in their area

9. Mentoring:

  • Providing mentoring opportunities for women, matching mentees with Executive colleagues based on career development plans

"We are proud to have increased our support for colleagues and are grateful to our expanding Employee Network Groups for their drive in making us a better organisation. While we acknowledge and celebrate our progress, it is more important to recognise that there is still much to do to improve diversity at Kainos."

Brendan Mooney
Chief Executive Officer (CEO)