Gender pay gap report Go Inspire – March 2020

Legislation came into effect in 2016, which placed an obligation on all employers with more than 250 employees to submit data relating to their “Gender pay gap” on both a Government website and their own company website.

This analysis does not take into consideration the different roles being undertaken by employees but is a straightforward comparison of pay across the business. The data involved in producing this analysis relates to pay in April 2019.

Outlined below is the information we are required to publish:

  1. Our mean gender pay gap
  2. Our median gender pay gap
  3. Our mean bonus gender pay gap
  4. Our median bonus gender pay gap
  5. The proportion of males receiving a bonus payment
  6. The proportion of females receiving a bonus payment
  7. The proportion of males and females in each quartile pay band
  8. A written statement, authorised by an appropriate senior person, which confirms the accuracy of their calculations.

The information must be published on both the employer’s website and on a designated government website at

The data below relates to Go Inspire Solutions and Go Inspire Insight at April 2019.

Point 1 - Mean gender pay gap

Hourly rate for Male £18.87, Female £14.54 – Gap = 29%

Point 2 - Median gender pay gap

Hourly rate for Male £15.04, Female £13.07 – Gap = 13%

Point 3 - Mean gender bonus gap - 100%*

*6 males received a bonus, but no females received a bonus in the relevant period.

Point 4 – Median gender bonus gap - 100%*

*6 males received a bonus, but no females received a bonus in the relevant period.

Point 5 - Proportion of males receiving a bonus - 2%

Point 6 - Proportion of females receiving a bonus – 0

Point 7 – See the table below (qualifying employees):


Number of male

Number of female


Percentage female in this quartile

Females as a percentage of the overall workforce

1 (Highest paid)















4 (Lowest paid)











Background to the company, the sector we work in and its headcount

The print sector has historically been a male dominated sector and the employee base at Go Inspire Solutions and Go Inspire Insight reflecting this with a significant number of long serving male employees and a predominantly male leadership team.

The business is an end-to-end business with a variety of different departments and associated roles with the expectation of a difference in skills, qualifications and experience required to carry out those roles. As the business diversifies, so does the employee profile.

With these differences brings differences in the market rate for pay across those roles and departments.

Whilst the business employed 276 people at the time period the analysis covers, only 270 of those people came within the scope of the reporting requirements. From a gender mix perspective, in totality, we employ broadly 75% male and 25% female employees.


The relatively few females employed in roles within the highest earning roles drives the percentage associated with the pay gap.

The median gap in pay has remained at 13% whilst the mean gap has slightly increased.

As a business only 1 female appears in the top 20 highest salaried employees, however, we have increased the number of females employed in the business

We are clear that where we have male and female employees carrying out the same or similar role, they are broadly paid the same.

Closing summary

This data reflects the situation in April 2019. Since then, the business has taken positive steps to address any unintentional potential gender bias.

We commit to ensuring that our recruitment and succession planning processes identify and encourage females to progress within the business and give them the appropriate training in order to enable them to progress.

This includes:

  • Focussing on recruiting female colleagues across our key functional heads of departments such as

Marketing and Human Resources.

As a business, Go Inspire Solutions and Go Inspire Insight employs and values a diverse group of employees and does not discriminate against any of its employees whatever their background or beliefs in either recruitment, selection, training, promotion or pay. Our business has robust policies and processes in place in order to communicate, train and manage our business to ensure that all employees are treated fairly and consistently.

Where any breaches of its policies are identified, we will continue to take appropriate steps to deal with the breach.