Gender Pay Gap 2023
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.
In the 2022–23 period, our Gender Pay Gap is 20.9%.
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 anomalies.
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 the 2022–23 period, women represented 34.7% 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.
Our 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.”
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 - particularly at senior levels.
Men, Women, Hourly Pay Gap and Bonus Pay Gap percentages from 2017 to 2023:
| Men | Women | Hourly Pay Gap | Bonus Pay Gap | |
| 2023 | 65.3% | 34.7% | 20.9% | 26.3% |
| 2022 | 65.9% | 34.1% | 16.7% | 35.1% |
| 2021 | 69.2% | 30.4% | 18.2% | 45.8% |
| 2020 | 67.7% | 32.2% | 18.9% | 44.6% |
| 2019 | 42.9% | 29.7% | 29.7% | 42.9% |
| 2018 | 72.0% | 28.0% | 12.5% | 50.4% |
| 2017 | 71.9% | 28.1% | 14.7% | 31.3% |
In the 2022-23 period:
Women held 27.5% of senior management positions in 2022-23 (compared to 23% in 2021-22). During 2022–23, the proportion of women in Kainos increased to 34.7% (compared to 34.1% in 2021-22). Our aim is to increase the proportion of women to 38% by 2025.
In the 2022-23 reporting period, we were disappointed to see an increase in our gender hourly pay gap to 20.9% (compared to 16.7% in 2021-22) however we did see a decrease in our gender bonus pay gap to 26.3% (compared to 35.1% in 2021-22).
The ‘median’ figures shown in this table 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 2022-2023 shows:
- We must persist with our efforts to tackle the under-representation of women across Kainos, particularly in technical roles.
- Progress has been made with regards to representation of women in senior management positions, but we must continue to prioritise the advancement of women into senior positions to close the gender pay gap.