Please note that all data and references below are specific to HSO's United Kingdom division and do not represent HSO globally.

At HSO, we are dedicated to ensuring fair and equitable pay for all our employees. Our recruitment strategy focuses on hiring the best person for the variety of roles we offer, while ensuring that everyone has an equal opportunity to be considered when working for us. Our emerging talent is equally split by gender, this is reflected in the pay quartile gender balance. Using this simplified method of pay quartiles, we know we have work to do to ensure a higher representation of female-presenting individuals throughout our business.

When looking at the details behind the calculations, anyone in an equal role receives the same pay or bonus, regardless of gender. However, when looking at our teams by job type (Go-To-Market roles, Delivery Roles and Business Enablement), we have a gender-balanced Business Enablement team while our Delivery and Go-To-Market teams remains male-presenting dominated, this is consequential of the growth and history of our industry.

Overall, there is a 17.7% gender pay gap in mean hourly pay and a 24% gender pay gap in median hourly pay. Due to the skew in gender balance, it is also meaningful to delve deeper into our teams. This reveals a 11.6% gender pay gap in mean hourly pay for our Delivery teams, which reflects fewer female-presenting individuals in our Senior Consultant population. Across our Business Enablement teams, a 13.8% gender pay gap exists, within the business there has been an introduction of new senior roles through 2024 which despite having a broad selection of candidates, have in most part seen males appointed, causing this differentiator.

Our Go-to-Market roles, include the bid team, sales team and senior industry directors. The 34.7% mean hourly pay gap demonstrates the challenge of ensuring gender parity in very senior client-facing roles. This is also reflected in the median pay gap of 22% and a 56.3% mean bonus gap which reflects that while 34% the team are female presenting, these people are often in less experienced roles.  When opportunities for recruitment and progression allow, we use targeted initiatives to encourage and support more female-presenting people roles.

Everyone at HSO-UK is entitled to earn either commission or a discretionary bonus. There is a 29% gender pay gap in median bonus reflecting the imbalance of gender distribution. HSO-UK acknowledge that there is a variance in the gender pay gap throughout the business and is focused on supporting the growth and development of more female-presenting individuals as well as looking to attract those looking to either start or switch their careers into Microsoft ERP Consultancy.