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. Using this simplified method of pay quartiles, we know we have work to do to ensure a higher representation of female 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 dominated, this is consequential of the growth and history of our industry.

Our gender pay gap reflects the current structure of our workforce rather than unequal pay for the same or comparable roles.  Since 2024 we have made considerable progress in reducing the mean gender hourly pay gap from 17% to 11%, and 24% to 17% median.   

Everyone at HSO-UK is entitled to earn either commission or a discretionary bonus. In 2025, there was 9% mean and 0% median gender pay gap using bonus pay. This is a considerable change from 2024, note that this was a unique performance year.

Women are represented across all pay quartiles, and we continue to see progress through internal promotion, development and recruitment initiatives.

Our consistency and fairness in how we reward all people remains clear.  Closing the gender pay gap takes sustained effort, and we remain focused on building a diverse, inclusive workforce where everyone has equal opportunity to succeed.