Gender pay reporting

BTG Consulting plc considers itself to be an equal opportunities employer. The policy of the group is to recruit, promote, train and develop its people by reference to their skills, abilities and other attributes of value to their role in the business.

Under legislation, which came into force in April 2017, UK employers with excess of 250 employees are required to publish their gender pay gap.

The group has two legal entities with at least 250 employees: BTG Begbies Traynor Limited and Eddisons Commercial Limited. In the relevant reporting period BTG Begbies Traynor Limited has continued to make progress in reducing its gender pay gap during the reporting year. The median gender pay gap narrowed by 3.6%, decreasing from 22.4% to 18.8%, while the mean gender pay gap reduced by 1.9%, from 21.3% to 19.4%.

The median bonus gap showed a marginal increase, moving from 55.4% to 56.7%, while the mean bonus gap increased by 8%.

Mean and Median Pay

The MEAN gender pay gap shows the difference in the average hourly rate of pay between all males and all females in the company.

The MEDIAN gender pay gap compares the midpoint of all male pay within the organisation with the midpoint of all female pay with the organisation.

*Figures are calculated based on hourly rates of pay as at 5 April 2025. Percentages are shown to one decimal place. Bonus outcomes reflect eligibility and role seniority during the reporting period.

BTG Begbies Traynor Limited

Proportion of females and males receiving a bonus

Gender pay gap vs equal pay

Gender pay reporting compares the mean and median rates of pay between males and females across an organisation. As different roles are paid at different levels, a gender pay gap can occur where males and females are represented in different proportions across roles and seniority levels. This should not be confused with equal pay, which ensures that males and females receive the same pay for the same or equivalent work.

 Proportion of male and female employees in each quartile band

The pay quartile analysis indicates a gender imbalance at senior levels, with females representing 33.3% and males 66.7% of roles in the upper quartile. These figures suggest that the gender pay gap is driven by the distribution of males and females across senior roles. Although female representation in the upper quartile has decreased over the past three years, the gender pay gap has continued to narrow, reflecting the progress achieved through our initiatives. These include a job levelling exercise undertaken to ensure consistency and fairness within each grade. In addition, the appointment of a new Talent Partner has strengthened our approach to a fair and transparent recruitment processes, supported by comprehensive salary benchmarking.

We are proud of our continued initiatives aimed at cultivating an inclusive and high-performing workplace for all.

Declaration

I confirm that the gender pay gap calculations are accurate and meet the requirements of the regulations.

Ric Traynor

Executive Chairman

12 March 2026