Gender pay gap

The gender pay gap is a measure of the difference between the average earnings of men and women across an organisation. This is a legal requirement in the UK for any private company with 250 or more employees and an important matter of principle that Onebright Limited is committed to and abides by.

As at the 5^th April 2025, Onebright Limited had a total of 464 employees with the following gender split:

• 464 employees in total
• 369 Female employees (79% of workforce)
• 95 Male employees (21% of workforce)

Our data demonstrates that Onebright has a mean (average) gender pay gap for hourly pay of 10%. This has increased since 2024 due to an increase in the number of men in the upper pay quartile.

Our gender pay gap is also influenced by the fact that we have a high proportion of female employees in our business, this is largely due to excellent flexible working practices which support all colleagues to reach their full career potential.  The median hourly pay for females remains higher than males at £20.48 v £18.10 although this gap reduced slightly in 2025.

In terms of bonus, the mean gender pay gap for bonus pay in 2025 was -99 and the median gender pay gap for bonus was -97. In 2024, 6 females and 1 male colleague received a bonus. In 2025 10 females and 11 men received a bonus.

Pay quartiles look at the proportion of men and women in four pay bands when we divide our workforce into four equal parts, and our workforce profile demonstrates a broadly even split between males and females in all pay quartiles.

Commentary:

Onebright Limited remains firmly committed to advancing diversity, gender equality, and family friendly working practices. Our hybrid working model continues to be a core enabler in attracting, engaging, and retaining a diverse and inclusive workforce across all areas of the business.

As we move through 2026, we continue to focus on reducing our gender pay gap and strengthening our broader DE&I strategy. To support this, Onebright will continue to analyse, invest in, and develop improvements in the following areas:

• Attraction and Hiring: Ensuring our recruitment processes are inclusive, accessible, and designed to reach a broader and more diverse pool of talent.
• Embedding DE&I in Our People Strategy: Ensuring diversity, equity, and inclusion remain central to our colleague experience, shaping how we support, engage, and develop every member of our team.
• Enhancing Family‑Friendly Policies: Expanding and promoting policies that support colleagues through all life stages, helping create a workplace where people can thrive both professionally and personally.
• Supporting Progression and Development: Strengthening pathways for career progression, ensuring equal access to learning, growth, and leadership opportunities.
• Retaining Talent: Creating an environment where colleagues feel valued, supported, and motivated to build long‑term careers at Onebright.

Our commitment to a more inclusive, equitable, and supportive workplace remains a key driver of our culture and long term success.