Gender split
On 5 April 2025, Paragon Skills employed 307 colleagues of which 253 (82%) were female and 54 (18%) were male.
Pay gap figures
Paragon Skills results (based on the snapshot date of 5 April 2025 and the 12 months ending on this date) are shown below:
- The difference in mean hourly pay is +10.1% (women’s mean hourly pay is 10.1% lower than men’s)
- The difference in median hourly pay is +14.26% (women’s median hourly pay is 14.26% lower than men’s)
- The difference in mean bonus pay is +64% (women’s mean bonus pay is 64% lower than men’s)
- The difference in median bonus pay is +57% (women’s median bonus pay is 57% lower than men’s)
- The percentage of female employees who have received bonus pay in the 12 months ending on 5 April 2025 is 64.8%
- The percentage of male employees who have received bonus pay in the 12 months ending on 5 April 2025 is 60%
These results are influenced by the fact that we employ significantly more women than men. A key part of our reward strategy is to reduce the gap and we have established an action group and plan to address this area.
Note on median and mean:
Medians are useful to indicate what the ‘typical’ situation is as they are not distorted by very high or low hourly pay (or bonuses). However, this means that not all gender pay gap issues are picked up. They could also fail to pick up as effectively where the gender pay gap issues are most pronounced in the lowest paid or highest paid employees.
Mean averages are useful because they place the same value on every number they use, giving a good overall indication of the gender pay gap. But very high or low hourly pay can ‘dominate’ and distort the figure.
Pay quartiles
Pay quartiles are calculated by splitting all colleagues into four even groups according to their level of pay. Looking at the proportion of women in each quartile gives an indication of women’s representation at different levels of the organisation.
The percentage of colleagues in each hourly pay quartile who are men or women is shown in the table below. There are more women than men in each quartile except the Upper Middle one. A higher percentage of colleagues in the lower pay quartiles are women than in the upper pay quartiles, which is one of the factors contributing to the difference in mean and median hourly pay of men and women.
Percentage of colleagues who are men and women in each hourly pay quartile
| Women | Men | Total | Women | Men | |
| Top | 51 | 27 | 78 | 65.38% | 34.62% |
| Upper Middle | 67 | 10 | 77 | 87.01% | 12.99% |
| Lower Middle | 69 | 7 | 76 | 90.79% | 9.21% |
| Lower | 66 | 10 | 76 | 86.84% | 13.16% |
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.
Signed
Andrew Johnson
People Director