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Gender Pay Gap Report 2025
From 2015, it has been a legal requirement for companies with more than 250 people to publish their gender pay gap data. The gender pay gap is different to equal pay; legislation makes it clear that people doing equal jobs should get equal pay, irrespective of their gender. Men and women at Svella Connect who do equivalent jobs are already being paid equally.
The gender pay gap is the difference in the average pay of men and women in an organisation irrespective of their role or seniority.
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Summary
Here at Svella Connect, we know that people are key to our success. We encourage fairness and equality in all aspects of our business, and it is important to stress that Svella Connect pays the same to employees that do the same work. We do have a gender pay gap, with a slight overall bias towards women. This is due to most of the roles within our support functions and middle management team being occupied by females.
Our gender bonus gap is substantially biased towards males for this year skewed by the introduction of an operational productivity bonus which applied to only operational job roles, which are predominantly occupied by male employees.
The telecommunications industry has traditionally been male dominated, this legacy means that over 89% of our workforce is male.
We will continue to monitor our performance, and implement initiatives which will balance out the bias towards typically male and female roles, such as reviewing our candidate attraction and selection, development opportunities for aspiring managers, reviewing our family friendly policies and monitoring our demographics.
I confirm that Svella Connect is committed to the principle of gender pay equality and has prepared its 2025 gender pay gap results in line with mandatory requirements.
Graeme Undy
Svella Connect Managing Director