Gender Pay Gap Report – Thredd

At Thredd, we are committed to fostering an inclusive workplace where all employees are rewarded fairly and equitably for the work they do.

This report sets out our gender pay gap data in line with the UK Government’s Gender Pay Gap Reporting Regulations. Our results reflect the UK payroll data from April 2025.

Our Results

For the snapshot date of 5 April 2025:

·       Mean gender pay gap: 9.7%

·       Median gender pay gap: 5.8%

·       Mean bonus pay gap: 21.0%

·       Median bonus pay gap: 0.0%

·       75% of men and 82% of women received a bonus payment during the reporting period.

Pay Quartiles

Our workforce distribution across hourly pay quartiles is as follows:

·       Lower quartile: 67% male, 33% female

·       Lower middle quartile: 61% male, 39% female

·       Upper middle quartile: 65% male, 35% female

·       Upper quartile: 82% male, 18% female

While women are represented across all pay quartiles, they are underrepresented in the highest pay quartile. This reflects the current composition of senior and specialist technical roles with high salaries within the organisation.

Understanding Our Pay Gap

The gender pay gap is not the same as equal pay. Equal pay relates to men and women being paid equally for the same or equivalent work. Our gender pay gap reflects the overall distribution of men and women across different roles and levels within the organisation.

Our analysis shows that the pay gap is primarily driven by a higher proportion of men in senior and higher-paying technical roles as per the norm in the technology industry. Encouragingly, our median pay gap remains lower than the mean gap, indicating that differences are more concentrated at senior levels rather than across the wider workforce.

Bonus Pay

Although a higher proportion of women received a bonus payment during the year, the average bonus received by men was higher. This reflects the higher concentration of men in senior roles where bonus opportunity is greater.

Our Commitment

We are committed to continuing to build a diverse and inclusive workforce and are focused on:

·       Supporting progression into senior and specialist roles

·       Reviewing recruitment and promotion practices

·       Encouraging diverse candidate pipelines

·       Promoting inclusive leadership practices

·       Supporting flexible and family-friendly working arrangements

We will continue to monitor our gender pay data annually and take appropriate steps to reduce the gap over time.

I confirm that the data reported is accurate and in line with statutory requirements.

Signed,
A blue line in a circle AI-generated content may be incorrect.

Jim McCarthy
CEO
19th March 2026