Gender Pay Gap - UK

Reported period April 2024 - April 2025

At CDS, we are committed to fostering an inclusive culture where every employee can grow and succeed. Transparency is central to our Diversity, Equity, and Inclusion (DEI) strategy. This report outlines our gender pay gap data as of the 5 April 2025 snapshot date, as required by UK legislation.

Attracting, developing, and retaining diverse talent is a core part of CDS's strategy and identity. We are committed to providing fair and equal opportunities for all employees, empowering them to grow and succeed in an inclusive and supportive environment.

Our 2024/25 Statutory Figures at a glance

Gender Pay Gap Drivers of change from 2024 to 2025

Mean:

In the under-£20 pay bracket, the proportion of female employees has decreased by 11%, whilst the proportion of male employees has remained unchanged. This shift results in a smaller difference that now favours male employees.

Median:

Compared to the previous year, there has been a 4% increase in male employees earning between £30,000–£50,000, compared to a 1% increase for female employees within the same range.

Bonus Pay Gap – Drivers of Change from 2024 to 2025

Mean:

In the highest bonus range (£1,800+), the proportion of males dropped by 21%, while the proportion of females fell by only 7%. This shift results in the mean bonus gap now favouring female employees.

Median:

Most employees: 71% of males and 67% of females received bonuses under £200, whereas no one fell into this bracket in 2024. This change caused movement in both the mean and median bonus gaps.

Our Gender Pay Gap report reflects challenges common across the high-tech sector, particularly the under-representation of women within the industry. This imbalance has a significant impact on our results, as the data is drawn from a predominantly male workforce. We recognise the importance of attracting and retaining more female talent, and we are accelerating this through:

• Strengthening our recruitment processes to broaden and diversify our applicant pool
• Supporting fair and equitable career progression and leadership development to increase female representation at all levels

Whilst we have made progress, we recognise there is more to do. Looking ahead, we are focused on:

• Regularly reviewing our pay and reward structures to ensure they remain fair and unbiased
• Expanding our early careers programme to attract more diverse talent
• Providing mentorship and development opportunities to support long-term career growth

Pay Quartiles

As part of the global HPE family, we uphold the HPE Standards of Business Conduct, ensuring our workplace remains inclusive, ethical, and supportive of a diverse workforce.

Our commitment extends beyond compliance. We are actively focused on reducing the gender pay gap and fostering an environment where every individual has the opportunity to thrive and succeed.

Any questions?

Do not hesitate to contact us to find out more about the company,our services, and career opportunities.