Gender Pay Gap 2025

The Gender Pay gap is different to Equal Pay

Gender Pay gap shows the difference between the average hourly earnings of men and women across the workforce and is about addressing the representation of women in the workforce. Equal pay is about whether women and men performingthe same work, at the same level, in the same organisation receive the same pay.

What is Gender Pay

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 brought into effect a requirement for large employers to report publicly every year on the differences in aggregate pay and bonuses of men and women. Employerswith over 250 employees must calculate a standard set of key metrics on their gender pay and gender bonus pay.

The regulation applies to all private sector employers with 250 employees or more and every year must report on thefollowing: –

* The difference in the mean pay of full pay men and women, expressed as a percentage

* The difference in median pay of full pay men and women, expressed as a percentage

* The difference in mean bonus pay of men and women, expressed as a percentage

* The difference in median bonus pay of men and women, expressed as a percentage

* The proportion of men and women who received bonus pay

* The proportion of full pay men and women in each of four quartile pay bands

As an employer of currently to date 356 employees ESG Global (Energy) has undertaken as required by the Equality Act, looking at the data of all full pay relevant employees for the relevant period, including all relevant employees in the UK.

Our workforce to date is made up of 251 males and 105 females, making males 70.5% of our workforce.

We can confirm the data below is accurate containing information relating for the relevant period, however we have excluded data of those not receiving full pay due to Maternity/Paternity Leave or Sickness etc. as we are required to do.

Mean/Median Gender Pay

ESG Global (Energy)’s mean gender pay gap is 11.4%

We have a gender pay gap because we employ more men than women. It is not unusual for companies like ours toemploy more men than women, due for example to a smaller pool of female talent found for areas such as Java Developers, IT technicians. Other factors also influence this including local and geographical conditions together with historic recruitment and market force factors.

ESG Global (Energy)’s median gender pay gap is 12.6%

Bonus Gender Pay Gap

ESG Global (Energy)’s mean bonus gender pay gap is  44.8%

ESG Global (Energy)’s median bonus gender pay gap 23.1%

Proportion of Males Receiving Bonus is 31.9%

Proportion of Females Receiving Bonus is 39.6%

Pay Quartiles

The chart above shows the gender distribution in the four quartiles based on pay bands. We have more males across our workforce and that is reflected in the bands above.

Next Steps

ESG Energy (Global) ensures everyone has equal opportunity to progress within the Company by supporting with learning and development such as: ASPIRE Management Programme and Career Pathways.  This all forms part of our People & Culture strategy to demonstrate our commitment to be open, transparent and equitable.

Over the next 12 months we are making efforts in the following areas:

* Pay Transparency was launched in June 2024 which has helped and will continue to help us identify and address any pay disparity

* Our DEIB Policy and Strategy launched in 2024 and the creation of DEIB working groups

* Mandatory all employee DEIB training and Management Training include DEIB specific modules

* Working with specific agencies to support and target women returning to work (IT specific)

* Commit to improving to our job posting to actively encourage a wider range of applicants

As a Company we are absolutely committed to building a fair and equitable working environment, and we continually strive to improve through responding to feedback from our People, our data and wider industry interactions.

Signed

M Bridge

Mathew Bridge CFO