Tracsis is committed to creating a culture that is diverse and inclusive, with a workforce that is representative of all sections of society, and where employees feel respected and able to give their best. The information below, sets out gender pay data for the business, with the snapshot date of 5 April 2025.
Under the methodology set out in the regulations, Tracsis’ median gender pay gap is 14% and its mean gender pay gap is 13%. The mean gender bonus gap is 66% and its median gender bonus gap is 49%. The percentage of staff receiving a bonus was 13% of men and 12% of women.
Year-on-year progress is evident in the median and mean gender pay gaps, as well as in the mean gender bonus gap. The median gender bonus gap has risen compared with the previous year. The difference in the proportion of men and women receiving a bonus is 1%, representing an improvement from 2% in the prior year.
The gender population by pay quartile is as follows:
Female | Male | |
|---|---|---|
Upper | 26% | 74% |
Upper Middle | 27% | 73% |
Lower Middle | 30% | 70% |
Lower | 34% | 66% |
The number of women in the upper quartile has increased, and the number of women in the lower quartile has decreased when compared with prior year.
Tracsis’ gender pay gap reflects that there are more men than women in senior roles. The Group’s PLC Board of Directors includes two women, representing one third of the overall Board. Tracsis is committed to the principle of equal pay for equal work and regularly reviews pay practices to ensure fairness and consistency across comparable roles.
Tracsis continues to review pay, benefits, recruitment, training, policies, engagement and wellbeing processes and initiatives to look at ways to address the gender balance.