Bristol-based firm buck technology industry gender pay-gap trend

Bristol-based tech firm intY has published internal gender pay-gap data that shows female staff are paid 3% more than male staff, which contrasts vastly with the industry average of 18% in favour of men. When comparing like-for-like jobs, women and men at intY are found to be paid exactly the same. In addition, 40% of Board members at the cloud distributor company are women, 57% of the management team are female and 31% of women at intY hold senior positions.

Bristol-based cloud distributor intY isn’t required to reveal gender pay gap data as per the UK Government’s request, however has chosen to do so. The results show women who work at the tech firm are paid 3% more than men. This is based on the median measure, which is the level of pay that separates the top half of earners from the bottom half.

This vastly opposes the industry trend, including intY’s direct competitors, where currently in the UK tech industry, men are paid on average 18% more than women.*

intY discovered its median gender pay-gap favoured women by 2.96%, however when like-for-like jobs were analysed, women and men are paid exactly the same at the tech firm.

The research also shows that 40% of Board members at the cloud distributor are women, 57% of the management team are female and 31% of women who work at intY hold senior positions. Out of intY’s 56 members of staff, a third are women.

Two of intY’s competitors in the cloud distribution space, have revealed that women receive on average 18.7% and 8% less than men respectively. In contrast to intY’s staffing figures, women make up just 24.1% and 22% of higher-paid jobs at these firms.

intY is one of the leading global cloud distributors, connecting resellers with the world’s leading cloud software vendors. intY is focused on having a plethora of experienced and knowledgeable experts to support a business in their cloud goals.

The issue is that the UK Government has asked for companies to provide salary data and are basing their conclusions on the median value. This provides a basic indication, but it doesn’t factor in the role or the seniority of both genders, which is equally as important when monitoring equal opportunities in the workplace. It is intY’s position that pay for like-for-like roles should be equal regardless of gender, and comparing salaries across the business based on gender alone, without context, is misleading

At intY we remunerate people for the skills, knowledge and experience required for the role and gender bears no relevance. We also provide a very generous package including enhanced maternity, paternity and shared parental leave. We do this because we understand and believe that equal pay and childcare flexibility is important for families to be empowered to decide what works best for them, and does not rely on a stereotypical breadwinner or primary caregiver role.

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