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Gender Pay Gap Report (April 2022)

Introduction to the report

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Curve UK Limited is legally required to publish, on an annual basis, specified information relating to their gender pay gap. 

This report sets out the gender pay gap statistics for Curve UK Limited in relation to the reporting tax year of 2020-2021. The gender pay gap is the difference in earnings between people who identify as men and women.

We are required to calculate and report the following six pay gap figures:

  1. Percentage of men and women in each hourly pay quarter.

  2. Mean (average) gender pay gap using hourly pay.

  3. Median gender pay gap using hourly pay.

  4. Percentage of men and women receiving bonus pay.

  5. Mean (average) gender pay gap using bonus pay.

  6. Median gender pay gap using bonus pay.

Curve follows a calculation methodology set out by the Government Equalities Office for our reporting.

 Our Gender Pay Gap for the reporting period

These numbers show a snapshot of Curve employees’ pay on 5th April 2021.  

Female Male Pay gap relative to men
Mean hourly rate 21.40 32.10 33.3%
Median hourly rate 15.38 28.85 46.7%
Mean bonus 0.0 0.0 0%
Medium bonus 0.0 0.0 0%
Percentage getting a bonus 0.0 0.0 0%

The percentage of women in each pay quarter:

Female Male
Upper hourly pay quarter (highest paid) 20.73% 79.27%
Upper middle hourly pay quarter 21.95% 78.05%
Lower middle hourly pay quarter 50% 50%
Lower hourly pay quarter (lowest paid) 53.75% 46.25%

Our Gender Pay Gap Progression

2020 2021 Variance
Medium gender pay gap by hourly rate 49.2% 46.7% 250 bp improvement
Mean gender pay gap by hourly rate 34.5% 33.3% 120 bp improvement

Commentary

At the time of reporting, Curve had 347 employees, of which 63% were male and 37% were female.

The gender pay gap report continues to indicate a gap, evidenced by the low proportion of employees who identify as female in the upper two quartiles.  

Our engineers account for nearly one third of our employee base and are generally in the higher paid quartiles.  While our female representation in our engineering teams is low, it is higher than UK industry benchmarks. At the snapshot date, 17% of our engineers were female, and the overall UK industry average is currently 16.5% according to EngineeringUK. 

Conversely, our Customer Experience (CX) organisation, which represents over one quarter of our employee base, remains balanced between male and female employees. Our analysis of this function shows a positive median pay gap.

There is more work to be done. Over the last year we’ve made a number of changes throughout our recruitment and selection processes to encourage and measure greater diversity in our pipeline.  

Further Action Plans

Curve is fully committed to equality and diversity, and will be developing further action plans to ensure we drive improvement and close our gender pay gaps. This will take time and it is a priority. The overall progress of our actions will be reported in subsequent gender pay reports.

Confirmatory statement

I confirm that the information set out in this gender pay gap report is accurate and calculated in accordance with the Regulations. 

Contact

Please direct any queries regarding this report to Shachar Bialick.