Gender Pay Gap Report

I believe that for ManyPets to make the world a better place, we need to treat everyone fairly.  

Despite great leaps forward in awareness, I am saddened to see that there are still systemic barriers to gender pay gaps around the world. It also would be remiss of me to fail to acknowledge that the intersectionality of someone’s gender identity should not be viewed in isolation - and we should also consider someone’s heritage or ethnicity, socio-economic status, age, and other elements of how they identify. While the gender pay gap report is a great first step, the journey we face together towards truly fair pay feels like a longer path to walk. 

At ManyPets we take pride in supporting, valuing, and recognising every voice, every background - and indeed everyone within our company. While we’re making strides towards improving our gender pay gap, there is still lots of work to be done to ensure gender pay equity for everyone in our business. 

Our leadership team is made up of 40% women. We’ve increased our representation of women within the business from 52.4% in April 2022 to 65.1% in April 2023. 

Our results show that our mean pay gap of 36.7% is tracking below the average. With our business being a part of the Financial Services and Technology sectors and with pet insurance being our core business, we recruit specialist individuals in both the tech and veterinary nurse professions. Due to the historical nature of dominant genders within these professions, this has significantly impacted both ends of our gender pay gap report.  

It is important to note that gender pay gap is different to equal pay, and fairness of equal pay is fully embedded at ManyPets. 

I am not complacent with our results, and we still have work to do. While we are faced with challenges in both financial services and technology, we’ll continue striving to break down the barriers for women. 

Read on and we’ll explain more about what this report covers, how we measure up, and our plans for the year ahead. 


Steven Mendel 

Group CEO and Co-Founder


Why is there a gender pay gap?

Gender equality in the workplace is born out of how our society is based on gendered norms and expectations. These stereotypes shape the types of occupations and career paths which men and women follow, and therefore their level of pay. Women are more likely than men to take longer periods away from work to raise families, plus they are more likely to need to work part-time to support longer term caregiving. 

Why are we taking part?

Inclusion and equity are at the heart of our culture - and our business strategy. We know that having a diverse workforce makes for a more fulfilling place to work, so we want to make sure we’re assessing our progress and taking steps to remedy any gaps we’ve found. 

Why now?

We’re required to submit our report as we now employ over 250 people in the UK. The deadline to share our report is the 4th of April 2023. 

So, this is just for the UK?

Yup, that’s right – by law we need to submit our report to the UK government. 

Who is captured in the report?

We’re required to submit a snapshot of our employee pay data on a specific date: 4th April 2022. We’ll include people who identify as a man or a woman and the report doesn’t capture anyone who identifies outside of a binary gender, such as nonbinary or gender fluid employees. The gender pay gap report won’t capture any contractors or off-payroll workers as it’s purely focussed on our employees. 

What data is shared?

We don’t share any personal information of our people, their pay, or their roles. All we are required to share with the government are our pay gap percentages by quartile.  We’ll look at salary information only. 


Employee – employees are workers who are paid directly by ManyPets through our payrolls. 

Gender pay gap - the gender pay gap is the difference in pay and bonuses between men and women. 

Mean pay gap – the mean pay gap is the difference in average hourly earnings between men and women. 

Median pay gap – the median pay gap is calculated by ordering each gender from highest to lowest in terms of hourly pay. Then breaking the data into quartiles and calculating the percentage of each gender in each of the four quartiles. 

Equal pay – equal pay is not the same as gender pay gap. Individuals are entitled to the same wage as someone else who is doing work of equal value.  


  • Our data is taken from a snapshot in time: 5th April 2022.  On this day ManyPets had 361 employees in the UK.  

  • Women represented 52.4% of our UK workforce and 57.2% globally.   

  • We’ve omitted four people from both our UK and global reports as those people do not identify as a binary gender. 

  • We don’t pay any bonuses therefore this has been omitted from our report. 


  • The mean gender pay gap in hourly pay as a percentage of men’s pay: 36.7%



When we’re hiring new people, we promise to pay you fairly for the role you’ll be performing when you join ManyPets – and not base our offer to align with what you’ve been earning before.   

We don’t ask candidates to disclose their current salary or package – instead, we explain how our reward process works and the package and benchmark we have agreed for the role.  We’ll always check to make sure candidates are aware and aligned with our benchmark too, so we can mitigate any risk of someone being disadvantaged by their negotiation skills. 

When we need to scope out a new role, we review the salary range and overall package against a clearly defined job spec.  Once agreed, this new role will flow into our annual salary and remuneration review process once we’ve secured the hire. 


Our reward and recruitment processes are fair and consistent. We ensure that everyone’s salary and benefits are equitable for the job that they do, in the country where the role is based. We do not (and will not) ever pay someone differently based on their gender identity – or any other protected characteristic. 

We use a recognised global partner to benchmark the salary range for all roles at ManyPets. This helps us understand where each role sits in the bigger company structure and from here, we work out the market median pay for each role. When a salary is based on the role and not a person, it’s a much fairer process for everyone. 

We undertake annual “pay audits" which show us trends and patterns to identify roles that can be above or below market pay; ensuring again that we pay people fairly for the job that they do. To make sure we’re doing the right thing, we’ll adjust these regularly to ensure we’re closing any gaps where we can. 

Career Progression

We have an internal career framework called STAGES. This framework makes sure everyone’s role is levelled and it considers many factors: the size and complexity of the role, the expertise and experience that is required, the level of responsibility of budget, relationships, decision making and strategic impact. We review the levels regularly and we take active steps to revisit a role level if it’s changed, become more complex, or has greater levels of responsibility or resource.   

We will never discriminate against anyone and suitability for a role (or eligibility for a promotion) will be based purely on your skills, experience, and demonstration of our behaviours and values.