Scope & Application
This report applies to all employees of Reward who were employed on the statutory snapshot date of 5 April 2026, in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
It includes:
Permanent, temporary, full-time, part-time, and remote workers
Employees receiving full pay during the relevant pay period
All UK employees across Reward, including those integrated through the HDI (Hospitality Data Insights) acquisition
The report covers:
Gender pay gap (mean and median)
Gender bonus gap (mean and median)
Proportion of employees receiving bonuses
Pay quartile distribution
Breakdown across Seniority, Tech and Non-Tech employees
The People Team (HR) is responsible for ensuring the accuracy of this report. Final approval lies with the Chief Executive Officer.
Introduction
Gender pay gap reporting measures the difference in average earnings, including hourly pay and bonuses, between men and women within an organisation. It does not measure equal pay, but reflects workforce composition, seniority, and role distribution.
This 2026 report reflects a significant structural change compared to 2025 due to the acquisition and integration of HDI, which has materially impacted workforce composition and pay distribution.
Workforce Composition (5th April 2026)
Total employees: 226
Male employees: 142 (62.0%)
Female employees: 83 (36.2%)
Non-binary employees: 1 (0.4%)
Key Insights
Between 5th April 2025 and 5th of April 2026, our mean gender pay gap narrowed in absolute terms from -1.6% to -0.18%
The shift toward a more male-dominated workforce is primarily driven by the integration of HDI, particularly within technical and specialist roles, which typically have higher male representation.
Gender Pay Gap Reults (2026)
Hourly Pay Gap
Mean (average) gender pay gap: -0.18%
(Difference between average hourly earnings of men and women)
Breakdown based on mean hourly rate:
Median (midpoint) gender pay gap: 3.19%
(Difference between midpoint hourly earnings of men and women)
Breakdown based on median hourly rate:
Bonus pay gap
Mean (average) bonus gap: 16.29%
Median (midpoint) bonus gap: -5.82%
Bonus participation
Proportion of men receiving a bonus: 62.0%
Proportion of women receiving a bonus: 60.2%
Gender pay gap – senority and departmental breakdown
Our analysis reveals distinct layers of the gender pay gap across different teams and management levels within the organisation. As shown in the table below, both technical and non-technical teams exhibit a noticeable pay disparity:
Primary driver of change: HDI acqusition
The acquisition of HDI is the most significant factor influencing the 2026 results.
Impact Summary
Increased proportion of employees in technical and higher-paid roles
Greater male representation in these roles
Introduction of legacy pay and bonus structures
Increased influence of senior employees on mean pay calculations
Seniority and pay influence
Executive-level roles have the greatest impact on mean pay
Leadership and senior technical roles are disproportionately represented by men
Mid-level and junior roles are more balanced but have less influence on overall averages
Key Insight:
A relatively small number of high-earning individuals significantly influence the mean gender pay gap.
Pay Quartile Distribution (2026)
Employees are divided into four quartiles based on hourly pay:
Upper Quartile: Higher concentration of men, driven by senior technical and leadership roles
Upper Middle Quartile: Increasing representation of technical roles influencing gender balance
Lower Middle Quartile: More balanced distribution
Lower Quartile: Reflects overall workforce composition
Key Insight:
The distribution reflects a top-heavy structure, with men more represented in higher-paying roles.
Comparison to 2025
Compared to 2025, the 2026 results reflect:
A shift in workforce composition toward male employees
Increased influence of technical and senior roles on pay distribution
A structural impact from the HDI acquisition, rather than a change in pay equity practices
Analysis & Key Findings
The 2026 gender pay gap is primarily driven by:
1. Organisational Change
Integration of HDI workforce
Expansion of technical and specialist roles
2. Seniority Distribution
Higher concentration of men in senior roles
Greater impact of high earners on mean calculations
3. Industry Trends
Lower female representation in technical disciplines
Market-driven salary differences in specialist roles
Actions & Commitments (2026)
Reward will continue to take targeted action to ensure long-term equity:
Pay & Integration
Continue analysing and aligning internal pay structures
Conduct targeted pay audits across integrated teams
Diversity in Technical Roles
Strengthen female representation in technical hiring pipelines
Embed mentoring/sponsorship programmes for women in technical roles
Leadership Representation
Report structural gender balance at senior levels to respective Exco leads, quarterly
Embed inclusive development opportunities by supporting, tracking and monitoring employee participation to promote fair and equitable career development
Enhanced Reporting
Introduce function-level gender pay gap analysis
Look at differences across broader gender related reporting against level, promotion rates and turnover
Conclusion & Declaration
The 2026 Gender Pay Gap reflects a year of significant organisational change, primarily driven by the acquisition of HDI.
The data confirms that:
Pay differences are driven by role distribution and seniority, not unequal pay
Changes from 2025 are structural and transitional
Continued focus is required to improve representation in higher-paying roles
Reward remains committed to transparency, fairness, and creating an inclusive workplace for all employees.