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Gender Pay Gap Report

SBE UK is a business with over 250 employees and is thus required by law to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Published on 07 April 2025

2025 REPORT

This involves carrying out calculations to show the difference between the average earnings of men and women within our company. SBE welcomes this progress towards bridging the UK’s Gender Pay Gap and below are our results and actions that will be taken to reduce our Gender Pay Gap.

Background

SBE specialises in the field of electronic repairs, returns management, reverse logistics and digital customer care. Within the 2024 snapshot date SBE had a ratio of 70% male to 30% female full-pay relevant employees. This reflects the broader trends seen in the technical sector, where a lower proportion of women tend to apply for or remain in technical roles. We are committed to promoting more inclusive career pathways to ensure that women have equal opportunities to advance in these roles. We recognise this phenomenon and are committed to making a change by promoting internal career progression opportunities to encourage the women within our business to continue their employment in the technical sector, therefore reducing the overall gender imbalance.

Our Results

The mean gender pay gap, calculated based on the average hourly earnings of male and female employees, stands at 10.60%. This indicates that, on average, male employees earn 10.60% more per hour than their female counterparts. This figure is lower than the UK technical sector average of 16%. Our hourly rate Gender Pay Gap results from employing more men than women across the majority of our departments, including the highest paid roles.

We are proud to report a reduction in the mean gender pay gap from 10.60% to 7.72%, a decrease of 2.88%. Similarly, the median gender pay gap has nearly halved from 12.10% to 6.90%, a significant improvement. Our efforts will remain constant in reducing this further.

For our pay quartile data, we have ordered our employees from highest to lowest paid and created quartiles with equal numbers of employees in each. In comparison to the report from previous year, we have seen an increase in the percentage of women in the Upper Quartile and Upper Middle Quartile, up by 4% and 7%, respectively. While the percentage of women in the lowest quartile is still higher, this is largely due to factors such as flexible working arrangements. However, we are committed to achieving a more balanced gender distribution across all quartiles.

While the mean gender pay gap for bonuses stands at a modest 4.20%, the median gap is higher at 32.60%. This suggests that while most women receive bonuses close to the value of their male counterparts, there are still instances where the bonuses of higher-paid male employees are significantly larger. However, the percentage of female employees receiving bonuses has increased notably by 5.30%, now at 49.60%.

Summary & Actions

While we have made notable strides in narrowing the gender pay gap, particularly in our median hourly pay and bonus payments, there remains work to be done to achieve full gender equity across all levels of the organisation. Our continued focus will be on initiatives that promote gender balance, support an inclusive workplace culture, and ensure fair and transparent pay practices for all employees.

  • Enhancing Gender Diversity in Recruitment: We will continue to implement targeted recruitment strategies aimed at attracting a diverse range of candidates, particularly women, into technical and leadership roles. This will be supported by a commitment to unconscious bias training and diversity workshops for hiring managers.
  • Pay Transparency and Regular Audits: We will conduct regular pay audits and ensure greater transparency around pay structures and progression criteria. This will help identify any discrepancies and allow us to take prompt action where necessary to ensure fairness and equity.
  • Career Development Programs: Introducing career development programs aimed at advancing female employees into leadership and higher-paying roles. This includes mentorship programs, leadership training, and opportunities for skill development and advancement.
  • Promoting an Inclusive Culture: We are committed to creating an inclusive environment where every employee, regardless of gender, feels supported and valued. This includes fostering an open dialogue about gender equality and ensuring that all employees have equal access to opportunities for growth and advancement.

 

I can confirm this data is accurate and in line with mandatory requirements.
Munish Rattu, SBE UK Chief Executive Officer