Radius Telematics Ltd

Radius Telematics Ltd - Report Narrative

Following a government-led consultation in 2016, gender pay reporting legislation requires private-sector employers with 250 or more employees to publish statutory calculations each year, showing the pay gap between male and female employees. As demonstrated in our published report, Radius has carried out the six required statutory calculations, which I confirm are based on accurate data.

Our pay gap for 2024 is 7%, and our bonus gap for 2024 is also 7%. This shows we are continuing to make positive strides toward gender balance across both pay and bonuses. Our median pay gap is 0.4%, and our median bonus gap is -10%, indicating that female employees receive higher bonuses on average.

We will continue to support a number of initiatives through FY25 which are designed to enable all staff equal opportunity and an equal chance to progress in the business. This includes the launch of our new online Learning hub to support those colleagues who want to develop and progress their career, capability and skill sets with us. We have introduced and invested in a Reward function in October 2023 which has allowed us to start building reward frameworks, focussing first on designing and introducing a new grading system to assist us to start identifying career pathways and to provide benchmarking information aiding the decision-making process of pay positioning, pay increases and the rationale for starting salaries or adjustments.

We have introduced a new Global Talent Mobility Manager role, responsible for validating our various talent groups and matching them with relevant development or learning opportunities to help retain and grow our best talent. This approach applies a consistent set of guiding principles to ensure equal opportunity. Furthermore, through various surveys, including our global talent mobility survey and the 2024 employee engagement survey, we have gained deeper insights into our colleague demographics.

Gender Pay Reporting

Mean gender pay gap 7%

This calculation requires an employer to show the difference between the mean hourly rate of pay that male and female full-pay relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

Median gender pay gap 0%

This calculation requires an employer to show the difference between the median hourly rate of pay that male and female full-pay relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

The mean bonus gender pay gap 7%

This calculation requires an employer to show the difference between the mean bonus pay that male and female relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

The median bonus gender pay gap -10%

This calculation requires an employer to show the difference between the median bonus pay that male and female relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

Proportion of males receiving a bonus payment 78%

This calculation requires an employer to show the proportion of male relevant employees who were paid any amount of bonus pay, including commission.

Proportion of females receiving a bonus payment 81%

This calculation requires an employer to show the proportion of female relevant employees who were paid any amount of bonus pay, including commission.

Gender Pay Reporting - Quartile pay band

The calculation requires an employer to show the proportions of male and female full-pay relevant employees in four quartile pay bands, which is done by dividing the workforce into four equal parts. Comparing these results will indicate the distribution of full-pay relevant male and female employees in the quartile. Comparing results between the quartiles will indicate the distribution of full-pay relevant male and female employees across the organisation.

Quartile 1

Quartile 2

Quartile 3

Quartile 4

Declaration

I confirm that the gender pay gap information published in this written statement, and submitted to the Gender Pay Gap Service, is accurate and has been calculated according to the requirements and methodology set out in The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Emma Quinn, Chief People Officer