Gender Pay Gap Report 2025
Advantis Credit Ltd are publishing our Gender Pay Gap report covering the 12-month period to 5th April 2025.
Advantis Credit Gender Make Up
| Male Employees | Female Employees |
| 40% | 60% |
As of the snapshot date of 5th April 2025, Advantis Credit employed 253 colleagues. Of these, 60% were female and 40% were male, reflecting a workforce with a higher proportion of female employees overall.
Pay & Bonus Pay Gap
| Mean Gender Pay Gap % | Median Gender Pay Gap % |
| 8.20% | 0.00% |
Our mean gender pay gap is 8.20%, with a median gender pay gap of 0.00%. The median pay gap indicates that men and women in mid‑range roles are paid comparably across the organisation. The mean gap is primarily influenced by role distribution, with a higher concentration of men in senior and specialist positions that attract higher levels of remuneration.
| Mean Bonus Gap % | Median Bonus Gap % |
| 63% | -9.20% |
The mean bonus gap is 63%, while the median bonus gap is ‑9.20%. The mean bonus gap reflects the impact of a small number of higher‑value bonuses at senior levels, which can significantly influence the average. The negative median bonus gap shows that, at a typical level, female employees received a slightly higher bonus than male employees.
Proportion of Male & Female Employees who Received Bonus Pay
| % Males receiving bonus | % Females receiving bonus |
| 77% | 81% |
In the 12 months to 5th April 2025, 81% of female employees received a bonus compared to 77% of male employees. This indicates that a slightly higher proportion of women across the organisation received bonus payments during the reporting period, despite the higher average bonus values being concentrated in a smaller number of senior roles.
Proportion of Male & Female Employees According to Quartile Pay Bands
| Pay quartile | % Male Employees | % Female employees |
| Upper quartile | 39.36% | 60.64% |
| Upper middle | 40.96% | 59.04% |
| Lower middle | 33.33% | 66.67% |
| Lower quartile | 34.39% | 65.61% |
Women are represented across all pay quartiles, with the highest female representation in the lower and middle quartiles. A higher proportion of male employees are represented in the upper quartile, which aligns with the mean gender pay gap and reflects differences in senior role representation rather than unequal pay for comparable work.
Looking ahead, our focus remains on supporting balanced progression into senior and specialist roles through fair recruitment, development and succession planning, to ensure continued equity across pay and reward.
These figures have been calculated in line with statutory Gender Pay Gap reporting requirements and use the same snapshot date and methodology applied across the CDER Group.
I confirm that the gender pay gap data included in this report is accurate and has been prepared in accordance with statutory regulations.
Sean Gallacher
Interim Managing Director
Advantis Credit Ltd
