UK Gender Pay Gap Report 2026
About our Gender Pay Gap reporting
The UK government states that employers with 250 or more employees must report and publish their Gender Pay Gap data on a set date every year for each of their legal entities. At Tenth Revolution Group, this means we must publish data for Nigel Frank International Limited, which is our only UK legal entity with more than 250 workers.
How the Gender Pay Gap differs from Equal Pay
The Gender Pay Gap measures the difference between men’s and women’s average pay, whereas Equal Pay is the legal obligation (under the Equality Act 2010) that ensures a woman and a man performing the same work, at the same level, in the same organization, receive the same pay.
We have pay bands in place for most of our sales roles; therefore, we are confident that men and women receive equal pay for the same jobs, similar jobs, or work of equal value across our organization.
Our figures
% of men and women in each quartile
Men
Women
Hourly Pay Gap
Mean
%
Median
%
Bonus Pay Gap
Mean
%
Median
%
Proportion of men and women receiving bonus pay
(including commission payments)
Men
%
Women
%
Hourly pay gap
Mean
Median
%
Bonus pay gap
Mean
Median
%
Proportion of men and women receiving bonus pay
(including commission payments)
Men
Women
%
How our findings compare to our last snapshot
Number of women in upper quartiles
Upper
decreased 1.8%
Upper middle
increased 0.5%
The Hourly Pay Gap
Mean
increased 2.8%
Median
increased 6.6%
The Bonus Pay Gap
Mean
decreased 2.4%
Median
decreased 18.3%
How our Gender Pay Gap figures are calculated
In line with requirements for UK reporting, the first graph shows the distribution of men and women across each pay quartile. Self-reported data from our employees tells us that less than 1% of our workforce identifies as non-binary or another gender identity.
Our mean hourly pay gap is calculated by adding the total pay of employees and dividing this figure by the number of employees. This calculation is completed separately for men and women, then totals are compared. This ‘true average’ is skewed by a small number of high or low earners.
The median pay gap is the salary amount with exactly half our employees above it and half below.
This is broadly understood to be a representation of ‘typical pay’ as extremes do not affect the median. Both our mean and median figures skew in favour of male employees.
In this reporting period, 82.6% of women in our business received a bonus payment (which also includes commission payments) compared to 83.2% of men.
Our bonus pay gap, defined as the difference between the average bonus pay of female employees , is also impacted by the proportion of men within the higher quartiles compared with the number of women.
At Tenth Revolution Group, we are committed to fair hiring practices, appointing the best person for the job, and paying fairly for equal work, and we hire a broadly even proportion of men and women across our entry-level roles. Equality and inclusion are an integral part of our culture and through our Diversity Matters program, we have developed an EDI strategy that continually evolves in line with our company’s priorities and goals, set within the context of developments in the tech industry and the wider world."
Zoë Morris
President
