Gender Pay Report

Neway International Limited
Gender Pay Gap Report – 2024

Neway International Limited (“Neway”) operates within the employment and recruitment sector supplying a wide range of staff within the hospitality sector. The company supplies an extremely broad range of job roles to a diverse client base and subsequently there are natural pay differences between roles and clients.

Whilst there are typically natural pay differences between roles and clients, there are no pay differences between men and women who are doing the exact same role, at the same time, for the same client and any dissimilarity in pay is due to the variation in the wide range of assignments undertaken by the company

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For further clarification:

Equal Pay: Men and women performing equal work should generally receive equal pay.
Gender Pay Gap: The difference between men’s and women’s average hourly pay, expressed as a percentage.

Summary of Reported Figures

Neway’s gender pay data has been collected according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and the data collected is as at 5th April 2024

"Full-time relevant employees" as at the snapshot date: 118

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Gender Pay Gap
Type	Value
Mean	-6.9%
Median	-3.8%

Bonus
Metric	Value
Percentage of females who received a bonus	0.0%
Percentage of males who received a bonus	0.0%
Difference in Mean Bonus Pay	£0.00
Difference in Median Bonus Pay	£0.00

Proportion of Female / Male by Relevant Quartile Pay Banding
Quartile Analysis	Female	Male
Lower Quartile	23%	77%
Lower Middle Quartile	10%	90%
Upper Middle Quartile	20%	80%
Upper Quartile	21%	79%

Data Analysis

Pay

The difference in the mean pay gap is -6.9%, with the median pay gap being -3.8%.

Figures and differences can be influenced by the large number of women being in senior positions and benefitting from factors such as flexible working, including home/remote working. This has consistently proved to be an attractive option and particularly popular with women, further evidenced by the continuing low staff turnover in this area of the company

Bonus‍

Neither men nor women were paid a bonus

Our Ongoing Actions

Neway is committed to ensuring that all colleagues are treated equally and the report evidences this throughout. However, as part of the company’s continuous improvement strategy, we will keep in mind any minor differentials evidenced in this report and endeavour to refine, where feasible, whilst maintaining the recruitment of the most suitable candidate for any given role, regardless of their gender.

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Jacob Marrs

Managing Director

Date:‍

18.03.2025

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