Gender pay gap report 2025

Gender pay gap report 2025

A word from our Ceo

As Chief Executive Officer of Zenzero, I am committed to ensuring fairness, transparency, and equality across our organisation. This Gender Pay Gap Report reflects our first year of formal reporting and provides an important baseline from which we will continue to measure ourselves.

The results outlined in this report demonstrate that we operate strong equal pay practices, with small differences in mean and median hourly pay. However, they also highlight the wider structural challenges faced by the technology sector, particularly the underrepresentation of women in senior and highly technical roles, where Zenzero is in line with current industry wide trends. We recognise that these challenges do not have simple or shortterm solutions.

At Zenzero, we are committed to addressing gender imbalance by embedding inclusive hiring practices, investing in earlycareer pathways, and ensuring equal access to development, progression, and leadership opportunities. We will continue to review our pay, reward, and progression frameworks to ensure they remain fair, transparent, and free from bias.

This report marks the beginning of our gender pay gap reporting journey. I am confident that, through sustained focus and collective effort, we can continue to make progress.

Michael Bateman

CEO, Zenzero Solutions Ltd

Our Gender Pay Gap Report 2025

As part of our ongoing commitment to transparency and inclusion, we are publishing our gender pay gap results in line with UK Government reporting requirements. As a global and growing business, this report relates specifically to Zenzero Solutions Limited and does not include data from our offices in South Africa, Guernsey, Jersey or Dubai.

This report sets out our gender pay gap data for 2025 and explains the context behind the results, alongside the actions we are taking to improve gender balance and representation across our workforce.

Understanding our results

Our results demonstrate strong equal pay practices, with only small differences in both mean and median hourly pay. We also see a comparable proportion of men and women receiving a bonus, with a slightly higher bonus participation rate among women.

The overall gender pay gap is influenced by the current shape of our workforce, particularly the distribution of roles across pay levels. As is unfortunately common in the IT and technology sector, men remain over-represented, especially in technical and specialist roles, which is reflected in our pay quartiles.

A look at the data

Note: We are happy to see consistent pay but aim for better representation in each quartile.

Bonus data

Our plan of action

Our Gender Pay Gap report has reinforced that we are in a good place in terms of pay parity between genders. However, we have more to do in terms of gender diversity within our business and having improved representation of female talent in all quartile.

We are committed to addressing gender imbalance through:

• embedding inclusive and structured hiring practices,
• expanding early‑career pathways into technology roles,
• ensuring equal access to learning, development and progression opportunities across the business.

We continue to build a workplace culture that supports flexibility, values diverse career journeys and encourages more women to enter, remain and progress within technical roles.

As this is our first gender pay gap report, we recognise that this year represents a baseline. Addressing gender imbalance within the technology sector requires sustained focus and long‑term commitment. We are dedicated to building on this foundation and to making meaningful progress in improving gender diversity at all levels of Zenzero in the years ahead.