UK Gender Pay Gap Statement April 2020

Mergermarket Limited (the “Company”) is committed to equal opportunities in the workplace. We are working actively on creating an inclusive environment where everyone feels they can reach their full potential, with consideration given only to their individual merit and contribution.
We encourage our managers to monitor the implementation of this ethos throughout ION. Our goal is to ensure that everyone is given equal professional help and equal access to resources for their individual development.
Our workforce consists of a near equal proportion of men and women (55% and 45% respectively). While we pay men and women who do the same job equally, a gender pay imbalance exists due to the proportion of men and women employed in different roles. For example, we have a higher proportion of male employees in senior management positions. Improving the representation of women in senior managerial positions remains a priority for the Company. We are pleased to report a 13% increase in the number of women occupying the highest paid jobs in our organisation (36% in April 2020 compared to 23% in April 2018).
This year our median gender pay gap has reduced by 12.8% to 19.4%. This is still a work in progress, but we believe we’re on the right track and are actively taking steps to continue this trajectory.
Diversity and Inclusion program: We continue to develop our Diversity and Inclusion committee, created in 2019, which is responsible for raising awareness of and engagement with diversity and inclusion. We have also launched a Well at Work group that is focused on our employee’s wellbeing and work life balance.
Employee engagement survey: We are committed to building a culture where all employees feel included. We involve our employees in decision-making and listen to their feedback. We have launched an employee engagement survey to gain a better understanding of how our employees feel about the organisational culture, and to identify issues influencing retention. We analyse data by gender to ensure all of our employees’ needs and aspirations are heard and addressed.
Recruitment: We are actively looking for opportunities to engage with a wider pool of candidates - from people with disabilities, to people returning to the workforce after taking a career break.
Development opportunities and study sponsorship: We continue to invest in the professional development of our employees through our study sponsorship schemes. We are committed to delivering an ongoing mechanism to enhance employee skills and knowledge. Our aim is to facilitate mastery of their current jobs, promotions, and transfers to new or different positions. We intend to launch a professional mentorship scheme for our female employees, giving them access to all available development and career progression opportunities that will equip them for more senior roles within the business.
Flexible working: We introduced flexible working practices across several departments with the aim of supporting our employees’ work life balance. We also continue to raise awareness about our shared parental leave, parental leave, and flexible working policies.
Compensation: We will continue to monitor compensation for pay equality.
 Mean gender pay gap 33.3%
 Median gender pay gap 19.4%
 Mean gender bonus pay gap 43.3%
 Median gender bonus pay gap 28.6%
86.4% of males receive a bonus. 79.8% of females receive a bonus.
  Male Female
 Upper 64% 36%
 Upper middle 61% 39%
 Lower middle 50% 50%
 Lower 46% 54%
We confirm the data reported is accurate.