Introduction from Amplius Chief Executive, Julie Doyle
Our people are integral to everything we do. Since forming Amplius at the end of 2024, we’ve been working hard to bring together a fantastic group of colleagues with a wide range of skills and expertise in a variety of roles.
This is the first gender pay gap report we’ve produced as Amplius and considering the results and how we can act on them is a key part of our commitment to having an inclusive and high-performing culture, where we are all driven to make a difference.
Understanding our data is a key first step to taking meaningful action, highlighting areas in which we need to focus and improve as we work to become an even more inclusive organisation.
Understanding our pay gap
Amplius operates in the housing and care sector, which tends to have more female than male colleagues. We’re no different, with 64% of colleagues identifying as female compared to 36% male. This makes it challenging to tackle our gender pay gap – especially as a high proportion of female colleagues work in lower-paid frontline, care, support and customer-facing roles.
Our aim is to have the right people in the right roles, which is why we continue to appoint based on someone’s ability to do the job.
And while we recognise there is a gender pay gap, we’re satisfied that it’s due to the structural workforce composition, rather than pay inequality.
Amplius is a Latin word that means ‘more’ or ‘further’, and we’re absolutely committed to going further and doing more to address this imbalance in the coming years.
Executive Team
I’m proud to lead an organisation where women can and do progress into senior roles.
Women are well represented across our leadership teams, with 13 in Executive Team and Directors roles, while four of the 10 seats on our Group Board – including our Chair – are currently occupied by women.
Looking ahead
To help us go further and do more, we’ve analysed this year’s results, which will inform areas of focus and actions for the years ahead.
Ultimately, our aim is to reduce pay gaps in gender as well as across other protected characteristics, including ethnicity and sexual orientation, but we know there’s still more work to do.
Julie Doyle
Chief Executive, Amplius
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Our gender pay gap results
As at the April 2025 snapshot date:
- Total relevant colleagues: 1,230
- Female colleagues: 64%
- Male colleagues: 36%
Key points:
- On average, women’s hourly pay is lower than men’s.
- The mean and median pay gaps are broadly aligned.
- The gender pay gap reflects the overall distribution of roles and pay levels across the organisation.
Pay quartiles
Key points:
- The concentration of women in lower-paid roles, and men in higher-paid roles, is a key structural driver of the overall gender pay gap at Amplius.
- Men are proportionately more represented in the upper quartile compared to their overall workforce representation.
- Women account for nearly three quarters of colleagues in both the lower-middle and lower quartiles.
Senior leadership remuneration
Although gender representation at senior leadership levels is broadly balanced, senior roles attract materially higher rates of pay and therefore have a disproportionate influence on mean pay figures.
As at the snapshot date:
- Executive and Director roles: 13 women and 14 men
- Head of Service roles: 21 women and 20 men
- Manager roles: 90 women and 76 men
This suggests that leadership representation is not the primary driver of the gap, which is more strongly influenced by role distribution across the organisation. While senior roles influence the mean, the broader distribution of men and women across all pay quartiles has a greater overall impact on the gap.
Bonus pay
Bonus reporting for 2025 reflects a range of legacy reward arrangements following merger.
These structural differences in legacy reward approaches explain both the negative median bonus gap and the relatively modest mean bonus gap, rather than gender-based differences in reward decision-making.
Bonus participation is high for both men and women, with a marginally higher proportion of male colleagues receiving a bonus.
- Male colleagues receiving a bonus: 90.95%
- Female colleagues receiving a bonus: 86.06%
The difference in participation rates is primarily due to legacy bonus scheme structures inherited through merger, where eligibility criteria differed between legacy organisations. It does not reflect gender-based differences in reward decision-making.
Key points:
- As some performance-related bonuses were calculated as a percentage of actual salary, colleagues working part-time receive proportionately lower cash bonus values. As part-time working is more prevalent among female colleagues, this has contributed to the mean bonus gap, as the mean is influenced by the overall value of payments made.
- The negative median bonus gap means that the typical (median) bonus payment received by women was higher than that received by men.