Gender Pay Gap Report for Linley & Simpson Ltd: Insights and Commitments

This report presents the gender pay gap data for Linley & Simpson Ltd as of 5th April 2022, highlighting a 46% ordinary pay gap and detailing efforts towards aligning pay for jobs of equal value. The company emphasizes fair pay, diversity, inclusion, and development opportunities. Factors impacting the gender pay gap include female representation in entry-level roles and flexible working arrangements.

• Gender Pay Gap
• Linley & Simpson Ltd
• Workplace Equality
• Pay Disparity
• Diversity and Inclusion

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1. Gender Pay Gap Report Linley & Simpson Ltd Snapshot Date: 5thApril 2022 Publication Date: 4th April 2023

2. This is the first gender pay gap report for the Company, which has given us valuable insight into how our workforce is made up and remunerated. Our aim is to align pay for jobs of equal value in the business; this we will achieve through recruiting the right people and rewarding them appropriately. The business continues to grow through a mixture of organic growth and acquisitions, yet our objective to align jobs and pay accordingly remains a priority. CEO Martin Elliott I can confirm the information and data contained in this report is accurate as of the snapshot date 5 April 2022.

3. Our UK gender pay gap data What is the Gender Pay Gap? The gender pay gap is a measure of the difference between the average earnings of men and women across the same business. A positive percentage indicates that men, on average, are paid more than women and a negative percentage indicates the opposite. It is not the same as equal pay which relates to men and women being paid equally when doing the same, or equivalent, work. When the snapshot was captured, Linley & Simpson Ltd had a total of 281 employees. Our Commitment We re dedicated to recruiting the right people and rewarding them fairly, based on their experience and what they have achieved, not who they are. Most of our roles within the business are paid at market rate which helps reduce the gap and enables us to remain competitive. We also recognise that inclusion goes beyond gender, and that having a diverse and vibrant team is a key. We are focusing on succession planning to ensure structures support organic growth We are reviewing our family leave policies to further support women returning to the work We are developing our employees through learning & development opportunities and investment for women We are improving our culture and engagement through diversity and inclusion activities We are including gender pay gap reviews for our cyclical pay & bonus reviews We are committed to improving pay transparency across our business Factors impacting our gender pay gap Females account for 67% of our workforce of which 23% work on a flexible working basis and predominantly undertake entry level administrative roles which sit in our lower pay quartile.

4. SUMMARY OF RESULTS ORDINARY PAY This report details the gender pay gap data for Linley and Simpson at the snapshot date of the 5 April 2022. Our 2022 data at a glance the percentage ordinary pay gap between female and male relevant employees. QUARTILES Gender distribution across four pay quartiles ORDINARY PAY GAP 46% 54% UPPER 21% MEAN 34% 66% UPPER MIDDLE Mean: The sum of all earnings in a dataset divided by the number of employees in the dataset 31% 69% 5% LOWER MIDDLE MEDIAN 25% 75% LOWER The mean pay gap is the difference between the average hourly rate for men and women.

5. SUMMARY OF RESULTS BONUS PAY This report details the gender pay gap data for Linley and Simpson at the snapshot date of the 5 April 2022. Our 2022 data at a glance BONUS PAY GAP % RECEIVED BONUS PAY 86% of females received a bonus 76% of males received a bonus 64% MEAN The mean pay gap is the difference between the average bonus pay for men and women. Dataset consists of bonuses paid in the 12 months prior to the 5th April 2022 and includes; commission, branch and annual performance bonuses Median bonus gap the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees 50% MEDIAN Mean bonus gap the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees The median pay gap is the difference between the midpoint bonus pay for men and women. Bonus proportions the proportions of male and female relevant employees who were paid bonus pay during the relevant period

6. Companies House No. 3823391 Registered Address: Troy Mills, Troy Road, Horsforth, LS18 5GN