Gender Pay Gap

MBA is proud to be a responsible business that believes in the economic empowerment of both men and women to drive our business’ growth

Created: 2024
Latest Review/Update: 09/04/2026
Version: 7

Introduction

Introduction As of 4th April 2018, all employers in the UK with 250 or more employees must publicly report their gender pay gap, explain any differences that exist and outline what they are doing to address them.

Gender Pay Gap 2025

The report below reflects the gender pay gap within MBA Group Ltd (MBA) in the financial year of 2025/26 (2026). It measures the difference between the average earnings of all male and female employees, irrespective of their role, length of service or seniority.

MBA Gender Pay Gap

Our mean gender pay gap is 22%

Our median gender pay gap is 24%

MBA Employee Gender Balance

Total number of employees = 331

Total number of male employees = 231 (70%)

Total number of female employees = 100 (30%)

MBA Gender Bonus Gap

Our mean gender bonus gap is 91%

Our median gender bonus gap is 85%

Proportion of employees receiving a bonus

Men: 15%

Women: 22%

MBA Salary Quartiles

Upper quartile (high earners)

No. of Women 15

No. of Men 66

Female 19%

Male 81%

Upper middle quartile

No. of Women 17

No. of Men 67

Female 20%

Male 80%

Lower middle quartile

No. of Women 29

No. of Men 54

Female 35%

Male 65%

Lower quartile (low earners)

No. of Women 39

No. of Men 44

Female 47%

Male 53%

How will MBA improve its gender pay gap?

We know that it will take time to change the make-up of our workforce. We are committed to taking action to reduce our gender pay gap and we recognise that there is work for us to do. We will achieve this by focusing on the following areas:

Succession Planning

We are looking into ways in which a more even gender balance across senior roles can possibly be achieved as part of our business’ succession planning.

Apprenticeships

We are conscious that we operate across many “male dominated” industries and that the gender balance across the whole of our business is one of the main factors for our high gender pay gap. To counter this, we will proactively work to attract more women into our business through our apprenticeship schemes.

Learning and Development

All employees at MBA already have access to both internal and external training but we will do more to ensure that both academic and hands-on training courses feature more prominently as part of our Continuous Professional Development (CPD) programmes.

We confirm that the data in this report is accurate.

Dale Coveney, Group Finance Director

09/04/2026