Sopra Banking Software Ltd
Gender Pay Report
United Kingdom
Who We Are
SBS work with more than 1,500 banks, building societies and specialized finance providers across more than 80 countries worldwide. We help them to develop, deliver and operationalise their digital transformation strategies. Using our suite of digital banking products and services enables these organisations to deliver remarkable financial services to their clients.
Our main UK offices are Sheffield, Bristol, London, Dunstable, and Durham.
The Gender Pay Gap
The Gender Pay Gap shows the difference in average hourly earnings between men and women across our organisation. The Gap is the difference between what men earn on average in an organisation compared to what women earn.
The following data compares the average earnings of all men and women across our organisation in the UK.
- There are multiple factors that contribute to our Gender Pay Gap. Some of these factors are within out control and influence, while others highlight a broader industry challenge, such as the underrepresentation of women in the Tech sector.
- For year ending April 2024, our workforce had a larger percentage of males compared to females, with males accounting for three quarters of our workforce population.
- Employees = 507 = 73% men and 23% women
Our numbers
- Mean hourly gender pay gap = 15% – increase of 3% from 2023
- Median hourly gender pay gap = 14% – increase of 6% from 2023
If we lined up male employees from highest to lowest paid, and did the same for all the women, the median gender pay gap is the difference in pay between the man and the woman in the middle. The mean pay gap is the difference between the average pay across each line.
Bonus Pay Gap:
- Mean Average bonus pay gap = 38% In favour of men
- Median Average bonus pay gap = 21% In favour of men
Who received bonus Pay?
- Women = 95%
- Men = 96%
Percentage of Women in each pay quartiles
At SBS women occupy 21.1% of the highest paid jobs and 37.1% of the lowest paid jobs.
Quartiles are calculated by splitting all employees into four even groups according to their level of pay. Looking at the proportion of men and women in each quartile gives an indication of the gender representation at different levels of the business.
| Women | Men | |
|---|---|---|
| Upper Quartile | 21% | 79% |
| Upper Middle Quartile | 20% | 80% |
| Lower Middle Quartile | 28% | 72% |
| Lower Quartile | 38% | 63% |
Our commitment to reducing the gender pay gap.
- We have introduced our ‘Women in Leadership’ Programme, aimed at creating a supportive network for women to explore their career journeys and foster their professional growth.
- We have relaunched our Mentorship Program in the UK. The programme is available to all employees, designed to sponsor employees in their career development journey.
- Our managers attend our ‘recruiting for success’ training, that focus’ on making fair selection decisions, avoiding bias.
- From day one, we champion flexible working. Every position is advertised with flexibility in mind, and you’re encouraged to request flexible arrangements from the start. Our hybrid working policies empower colleagues with choice and autonomy, recognizing the diverse demands of those balancing professional responsibilities with family commitments. When returning from Maternity/Shared parental leave, Flexibility is key for parents to return and remain in work.
Gender Pay Gap Reporting
Requirements
All UK organisations with more than 250 employees are required to publish their Gender Pay Gap figures annually. The gender pay gap is an equality measure that shows the difference in average earnings between women and men, and we are required to report on:
- The mean and median of both the gender pay and bonus gap.
- The proportion of men and women receiving a bonus payment.
- The proportion of men and women in each pay quartile of the organisation (lower, lower/middle, upper-middle and upper).