Gender Pay Gap Report 2024

This report sets out the gender pay gap statistics for Kocho Group Ltd in relation to the reporting year of 2023.

Introduction

At Kocho, we connect users and devices securely to Microsoft cloud services.

We believe greatness lies in everyone, and we offer a unique blend of professional, and managed IT solutions, to help ambitious companies realise their full potential.

We were established in 2001 and in the last 23 years we have grown as a business with now 277 people across our head office in Soho London and Cardiff.

This gender pay gap report is the first report we have published, which addresses our commitment to equality, diversity and inclusion.

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Kocho Group Ltd is legally required to publish, on an annual basis, specified information relating to their gender pay gap.

The following information has been calculated in accordance with the Regulations and is legally compliant.

Our Commitment to Equality and Diversity

Kocho is a people business, without our people we wouldn’t be who we are today, which is why we want to: Do what’s right; Think greater; Better together.

We encourage equality, diversity and inclusion in the workplace. We actively support and champion these values. They represent diversity, collaboration and the importance of learning; making our workplace a happier, better place and undoubtedly make sound business sense.

Kocho is committed to promoting these values and avoiding discrimination in all aspects of employment within the organisation.

Gender Pay Gap Results

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gap is calculated across the entire workforce of an organisation.

The gender pay gap has many contributing factors which will differ from organisation to organisation, across sectors and across geographical locations. These factors may or may not be unlawful or discriminatory, guided by society or cultural aspects, or as a result of internal organisational practices.

It is crucial to our understanding of gender pay disparity to recognise that the gender pay gap is different to equal pay. Equal pay is where there is a discriminatory pay difference between men and women who carry out the same job, jobs rated as equivalent or work of equal value. The existence of a gender pay gap does not automatically give rise to any discrimination or equal pay matters.

Mean gender pay gap

The mean pay shows the difference between the average hourly pay of men and women. Based on the mean hourly rate of pay for male and female employees in the relevant pay period, our mean gender pay gap is 14.4%.

Median gender pay gap

The median pay shows the difference between the midpoint in the ranges of hourly pay of men and women. Based on the median hourly rate of pay for male and female employees in the relevant pay period, our median gender pay gap is 11.9%.

Gender bonus gap

Mean gender bonus gap

The mean pay shows the difference between the average bonus pay of men and women. Based on the mean bonus pay for male and female employees in the relevant pay period, our mean gender bonus gap is 50.63%.

Median gender bonus gap

The median pay shows the difference between the midpoint in the ranges of bonus pay of men and women. Based on the median bonus pay for male and female employees in the relevant pay period, our median gender bonus gap is 36.64%.
Bonus pay

The proportions of male and female employees who received bonus pay during the relevant pay period are as follows (percentages are rounded to one decimal place):

Male employees: 62.22%
Female employees: 71.62 %

Salary Pay Quartiles

The following table separates our entire workforce into four equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees in each quartile.

At Kocho we are committed to treating our colleagues equitably and this includes being fair with how we pay our female colleagues.

This is the first year we are publishing data and we are eager to make progress towards closing the gender pay gap. It is important to note that we do not pay people differently based on their gender at Kocho, the gender pay gap is caused by Kocho having fewer females in leadership roles (where salaries are higher) and more women represented in our lower paid roles. Our aim is to create a diverse and proportional team.

Our focus on improving representation will remain, as we know this is one of the key drivers causing the gender pay gap. We know there is still much to do in this space and will hold ourselves to account and continue to strive for gender equality.