Gender Pay Gap Report – Matthew Algie

Matthew Algie and Company Limited (‘MA’ or ‘our Company’) is committed to fostering equality, diversity, and inclusion across all our practices and operations. We recognise that our people are at the centre of our success in continued growth.

In January 2024, Tchibo Coffee International Limited – the UK subsidiary of the German-owned coffee roaster, Tchibo GmbH – merged with Matthew Algie. This report marks our first official Gender Pay Gap Report following that integration.

Our analysis for the 2024–2025 gender pay gap report reveals that a gender pay gap does exist within MA. There are several contributing factors, including a higher proportion of men in senior roles, which are higher-paying positions, and the nature of our business being predominantly technical services, operations, and engineering – which are historically male-dominated sectors.

We fully recognise the importance of addressing the pay gap and are committed to taking action, such as promoting more women into senior roles, introducing training programmes for people managers and investigating ways of increasing the number of women in traditionally male-dominated roles. As a result, we have reviewed our recruitment and promotion processes to minimise bias and we continue to work hard to support all our people, which includes increasing our maternity and paternity pay entitlements. We believe these actions will help us achieve a more balanced pay and inclusive culture at MA.

Equal Pay vs. Gender Pay Gap

Equal Pay, according to the Equality Act 2010, requires employers to pay men and women equally for the same or equivalent work. The Gender Pay Gap, however, measures the difference in average pay between men and women across the organisation, regardless of role or level.

We are committed to reviewing our people’s pay in a fair and equal way. We are an accredited Real Living Wage Employer, ensuring that our employees are receiving at least the Real Living Wage, which is approximately 4.9% higher than the National Minimum Wage. In line with this, roles in our sales and technical contact centres are paid at a fixed rate of hourly pay, regardless of gender.

Gender Pay Gap at Matthew Algie

The mean and median gender pay gaps are based on average hourly rates of pay for both women and men. The mean (average) is calculated by adding all hourly rates of pay for men and women and dividing by the number in each group. The median (middle) is calculated by ordering the hourly rates of pay from highest to lowest and identifying the middle value.

Using mean and median figures for men and women:

• Women at MA are paid 4.2% less on average than men. This means that for every £1 a man earns at MA, a woman earns 96p.
• Median values show that women are paid 8.3% less than men. When a man earns £1, a woman earns 92p.

These results reflect that the main factor contributing to the gender pay gap at MA is the nature of the business, where roles in technical services, coffee production, logistics and engineering are traditionally male-dominated.

Pay Quartiles

Pay quartiles are assessed by listing all relevant employees from highest to lowest paid, dividing them into four equal groups (‘quartiles’), and determining the proportion of men and women in each group.

Instead of a table, the results are presented as text:

• In the upper quartile, 37.6% of employees are women and 62.4% are men.
• In the lower quartile, 37.2% are women and 62.8% are men.
• In the upper middle quartile, 19.8% are women and 80.2% are men.
• In the lower middle quartile, 44.7% are women and 55.3% are men.

This data indicates that more men at MA occupy senior roles and management positions, while women are more likely to hold administrative or entry-level roles.

Bonus Pay

At MA, 21.8% of men and 32.5% of women are eligible for a bonus payment.

• The average bonus payment for men is 25.25% higher than that for women, meaning that for every £1 a man receives as a bonus payment, a woman receives 75p.
• MA has a 24.5% median bonus gender pay gap, meaning women at MA receive 24.5% less in median bonus payments than men. For every £1 a man receives, a woman receives 76p.

Although a greater proportion of women receive bonus payments, the overall pay gap is influenced by the larger number of men in senior positions, whose bonus payments are higher because bonuses are calculated as a percentage of salary.

Further Actions to be Taken

As this is the very first gender pay gap report that our Company has formally reviewed and published, this is the starting point to begin our journey to narrow our gender pay gap as a long-term commitment and to create a more inclusive workplace.

We remain committed to regularly reviewing our people’s pay, clearly communicating the process behind pay decisions and the criteria for salary increases and bonuses to ensure fairness and equity. In addition, we are committed to providing equal access to development opportunities, including manager training programmes.

In line with this, our Company prioritises our people’s wellbeing by providing a wide range of benefits packages to support our people and their loved ones, such as life assurance, income protection, medical insurance, employee discounts, rewards programmes and so on. We continuously evaluate our benefits packages and enhance them to ensure that we are not only an attractive employer to work for, but also that we are offering our employees a valuable benefits scheme.