Introduction
Millennium Support Limited is committed to equality, diversity and inclusion and to ensuring that all employees are treated fairly and with respect. This report sets out our Gender Pay Gap data in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The data in this report is based on a snapshot date of 5 April 2025, with bonus data covering the 12-month period preceding this date.
What Is the Gender Pay Gap?
The gender pay gap shows the difference in average hourly pay between men and women across an organisation. It is calculated using both mean (average) and median (middle) pay figures.
The gender pay gap is not the same as equal pay. Equal pay relates to men and women being paid the same for the same or similar roles. Millennium Support Limited is confident that men and women are paid equally for the same or comparable work. Our gender pay gap reflects the distribution of roles across the organisation and the proportion of men and women at different pay levels.
Our Gender Pay Gap Figures – 2025
Pay Gap
• Mean gender pay gap: 14.5%
• Median gender pay gap: 12.0%
Bonus Pay
• Mean bonus gap: -13.3%
• Median bonus gap: 0.0%
• Proportion of males receiving a bonus: 0.8%
• Proportion of females receiving a bonus: 4.5%
Pay Quartiles
| Pay quartile | Males | Females |
|---|---|---|
| Lower quartile | 32.4% | 67.6% |
| Lower-middle quartile | 34.8% | 65.2% |
| Upper-middle quartile | 47.4% | 52.6% |
| Upper quartile | 60.3% | 39.7% |
Year-on-Year Comparison (2024 to 2025)
Compared to the 2024 Gender Pay Gap report, both the mean and median gender pay gaps have increased in 2025.
• Mean pay gap increased from 12.2% to 14.5%
• Median pay gap increased from 7.2% to 12.0%
This change reflects shifts in workforce composition and role distribution during the reporting period rather than differences in pay for the same work. Changes in gender pay gap figures can occur year‑on‑year due to recruitment, turnover and progression patterns and do not necessarily indicate a long‑term trend.
In particular:
• There has been an increase in male representation within the highest-paid roles, with males comprising 60.3% of the upper pay quartile in 2025 compared to 50.9% in 2024.
• Female representation has increased within the lower pay quartiles, contributing to the widening of both the mean and median pay gaps.
• Female representation in the upper-middle and upper quartiles has decreased compared to the previous year.
Bonus Pay Commentary
Bonus participation remains low overall. Females continue to be more likely to receive a bonus than males, and the mean bonus gap remains in favour of females. The median bonus gap remains at zero, indicating parity at the midpoint of bonus payments. Bonus arrangements are not considered a contributing factor to the overall gender pay
gap.
Understanding Our Gender Pay Gap
Our gender pay gap is primarily driven by role distribution and progression patterns, particularly the under-representation of females in higher-paid roles. Addressing this imbalance is key to reducing the gap over time.
Our Commitment
Millennium Support Limited remains committed to monitoring gender pay data and to supporting equality of opportunity across the organisation. We continue to focus on initiatives that support progression, development and balanced representation at all levels.
Declaration
I confirm that the gender pay gap data contained in this report is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Name: Regan Ridings
Job title: Chief People Officer
Date: 25th March 2026