UK Gender Pay Gap Report

We believe every moment is a new opportunity to make an impact and we take deliberate action to make the lives
of our families, teammates, clients, and community better. We are passionate about acting upon the moments
that matter for our employees and customers across the globe by offering fair and inclusive services to everyone
and giving our customers and colleagues an equal opportunity to unlock their full potential.
As a company we are committed to paying for performance equally and fairly and rewarding and retaining our
best people. We have launched a number of initiatives to increase the equality of opportunity for women and
other underrepresented groups and we are purposefully working towards attracting and developing women
across our global workforce.

As an organisation we are committed to enable our employees to work flexibly which is particularly important for
colleagues with caring responsibilities and with more flexible work options we are providing more employment
choices for women. Our focus is not only on gender balance but also we are continuing to focus on equality, and
diversity and inclusion.

We are extremely proud to say that half of the promotions made in the last 12 months were for our female
colleagues, and we are committed to continue the work to increase the proportions of underrepresented groups
across our entire employee population.

We are fully committed to creating a global, inclusive, connected, talent-focused, high-performing organisation.

What is the Gender Pay Gap?

A gender pay gap is the difference between the average pay of all men and women in an organisation. It’s very
different to equal pay, which is about making sure men and women are paid equitably for doing the same or
comparable work. We pay all men and women equally for doing similar work or work of the same value.

This year’s data is calculated based on the hourly rates of pay as of 5th April 2020. Typically, the gender pay gap
exists due to one of two core issues:

● Equality – Where males and females carrying out similar roles are paid differently; or
● Diversity – Where the proportion of males and females differ at different pay scales. Analysis shows that a
company’s pay gap is caused primarily by a diversity issue, where there is a greater proportion of males in
more senior and technical roles.

The gender pay gap has always been a topic of interest, but in an attempt to increase awareness and improve pay
equality, the UK government introduced compulsory reporting of the gender pay gap for organisations with 250 or
more employees
One of the main reasons for the gender pay gap in our society is that there is a greater proportion of males in
more senior and technical roles.

The Gender Pay Gap regulations require all companies in the UK with 250 or more employees to publish details of their gender pay gap. At InMoment, there is 1 employing entity in the UK required to publish this data – MaritzCX Limited. The UK National median gender pay gap in 2020 was 15.5%.

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