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Gender Pay Gap Report 2024

Published 5 April 2024

At Orion Electrotech, we are committed to transparency, equality and building an inclusive workplace where people are
rewarded fairly for their contribution. As part of this commitment, we publish our annual Gender Pay Gap Report,
providing insight into how pay and bonus outcomes compare between men and women across our organisation.

Our latest report is based on the snapshot date of 5th April 2024 and includes both our internal
employees and the agency workers on our payroll. At the time of reporting, Orion Electrotech employed
255 people, comprising 78 internal staff and 177 agency workers,
reflecting the nature of our recruitment business and the industries we support.

Key findings and takeaways

Our mean gender pay gap improved to -6.0% (compared to 8.5% in 2023), indicating a positive shift in
overall hourly pay balance.
The median gender pay gap was -12.9% (compared to -1.9% in 2023), highlighting how pay outcomes can
vary across the workforce.
Looking at internal staff only, the mean gender pay gap reduced to 8.5%
(from 40.4% in 2023) and the median gender pay gap was 3.9% (from 36.6% in 2023).
We saw an 8% increase in female representation in the upper pay quartile compared with April 2023,
showing progress in representation at higher pay levels.
Bonus outcomes reflect different reward structures across our workforce, and the report provides separate analysis
to help readers interpret the results clearly.

Understanding the results

As an employment business, our gender pay gap data is influenced by the industries we operate in and the structure of
our workforce. Many of our agency roles are within traditionally male-dominated sectors, and agency pay rates are
often determined by our clients. For this reason, the report includes analysis of both our combined workforce and our
internal employees to provide a clearer picture of Orion’s progress as an employer.

Our commitment

Our recruitment processes and remuneration packages are standardised based on role, experience, skills and
responsibilities — not gender. We are also taking steps to support long-term change across our sectors, including
being Gold Sponsors of SheCanEngineer, a charity working to close the gender gap in engineering by
promoting diverse talent and raising awareness around diversity, equity and inclusion.