BTG Consulting plc considers itself to be an equal opportunities employer. The policy of the group is to recruit, promote, train and develop its people by reference to their skills, abilities and other attributes of value to their role in the business.
Under legislation, which came into force in April 2017, UK employers with excess of 250 employees are required to publish their gender pay gap.
The group has two legal entities with at least 250 employees: BTG Begbies Traynor Limited and Eddisons Commercial Limited. For the current reporting period BTG Consulting plc recorded a reduction in its gender pay gap. The median gender pay gap decreased by 4%, falling from 37.5% to 33.5%. The mean gender pay gap reduced by 2.9%, from 34.9% to 32.0%.
The median bonus pay gap reduced from 70% to 64%, representing a 6% decrease during the reporting period. In contrast, the mean bonus pay gap increased from 70.4% to 78.2%. Despite this increase, the overall trend reflects ongoing efforts to improve pay equity across the organisation.
Mean and Median Pay
The MEAN gender pay gap shows the difference in the average hourly rate of pay between all males and all females in the company.
The MEDIAN gender pay gap compares the midpoint of all male pay within the organisation with the midpoint of all female pay with the organisation.
*Figures are calculated based on hourly rates of pay as at 5 April 2025. Percentages are shown to one decimal place. Bonus outcomes reflect eligibility and role seniority during the reporting period.
BTG Consulting plc
| Mean | Median | |||||
| 2025 | 2024 | 2023 | 2025 | 2024 | 2023 | |
| Gender pay gap | 32% | 34.9% | 37.5% | 33.5% | 37.5% | 37.5% |
| Bonus pay gap | 78.2% | 70.4% | 64% | 70% | ||
Proportion of males and females receiving a bonus payment
| Female | Male | |
|
2025 |
27.4% | 39.9% |
|
2024 |
26.7% | 32.4% |
Clarification of gender pay gap vs equal pay
Gender pay reporting compares the mean and median rates of pay between males and females across an organisation. As different roles are paid at different levels, a gender pay gap can occur where males and females are represented in different proportions across roles and seniority levels. This should not be confused with equal pay, which ensures that male and female employees receive the same pay for the same or equivalent work.
Proportion of male and female employees in each quartile band
| 2025 | Female Male | 2024 Female Male | |||
| Upper | 22% | 78% | Upper | 23.1% | 76.9% |
| Upper Middle | 41.8% | 58.2% | Upper Middle | 38.6% | 61.4% |
| Lower Middle | 63.2% | 36.8% | Lower Middle | 59.6% | 40.4% |
| Lower | 55.2% | 44.8% | Lower | 62.6% | 37.4% |
The distribution of roles across pay quartiles reveals a gender imbalance at senior levels, with males occupying 78% of positions in the upper quartile and females 22%. Despite a decline in female representation within the upper quartile over the past three years, the gender pay gap has continued to narrow, evidencing sustained progress achieved through organisational initiatives. These include a comprehensive job levelling exercise undertaken to assess role scope and ensure consistency and fairness within each grade, alongside the implementation of our pay principles. The BTG Academy, scheduled for launch in 2026, will further support structured career development. In addition, the appointment of a new Talent Partner has strengthened our approach to a fair and transparent recruitment processes, supported by comprehensive salary benchmarking.
We are proud of our continued initiatives aimed at cultivating an inclusive and high-performing workplace for all.
Declaration
I confirm that the gender pay gap calculations are accurate and meet the requirements of the regulations
Ric Traynor
Executive Chairman
12 March 2026