Gender Pay Gap Report 2024 – 2025

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 maledominated 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 an average hourly rate of pay for both 
women and men. The mean (average) is calculated by adding all the hourly rates of pay for men 
and women and dividing by the number of men/women respectively. The median (middle) is 
calculated by ordering the hourly rates of pay for men/women from the highest to the lowest values 
and finding the middle value in the respective hourly rate of pay list. 
The below table shows the pay gap percentages using the mean (average) and the median figures 
for men and women. This means that women at MA are paid 4.2% less on average than men at 
MA. In other words, for every £1 a man earns at MA, a woman at MA earns 96p. The median 
figures for men and women indicate that women at MA are paid 8.3% less than men, meaning 
that 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 business, where roles in technical services, coffee production, logistics and engineering are 
traditionally male dominated. 
Pay Quartiles
The gender pay quartiles are assessed through listing our relevant employees from highest to 
lowest paid, dividing them into four equal parts (‘quartiles’) and then working out the number and 
percentage of women and men in each of the four quarters. The proportion of men and women 
in each quarter of pay are shown in the table below. 
In the upper pay quartile at MA, 37.6% of employees are women and 62.4% are men. Similarly, 
in the lower quartile, 37.2% are women and 62.8% are men. 80.2% of men are paid at the upper 
middle hourly pay whereas the women in the same quartile are 19.8%. The percentage of men 
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
Mean 4.2% Median 8.3%
2024 Gender Pay Gap
and women in the lower middle hourly pay quarter show a similar trend – 55.3% and 44.7% 
respectively. This data shows that more men employed at MA are in senior roles and management 
positions, whereas women are more likely to be in 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 women’s bonus payments, 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, which indicates that women at MA receive 24.5% less in bonus payments than men. 
This means that for every £1 a man receives as a bonus, a woman receives 76p. Whilst a greater 
proportion of women receive bonus payments, the overall pay gap is influenced by the larger 
number of men in senior positions, with higher bonus payments due to this being calculated as a 
percentage of their 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 longterm 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’re not only an 
attractive employer to work for, but also that we are offering our employees a valuable benefits 
scheme.