The Gender Pay Gap reflects the difference in average earnings between men and women, distinct from equal pay, which ensures equal compensation for the same work. At Mable and HomeMade, we do not pay differently based on gender or other demographics.

In our 2023-24 WGEA Gender Pay Gap report, we identified that there is still some work to be done to achieve equity in average earnings between men and women across our organisations.

While men earn more on average than women at Mable, at HomeMade, women earn more on average than men.

However, we are pleased to report a reduction in the Gender Pay Gap of both Mable and HomeMade compared to the previous year, driven by targeted actions to address workforce composition – a key factor in the gap. For example:

• At Mable, we are increasing female representation in leadership and management roles, which are typically higher-paying positions.
• At HomeMade, we are focusing recruitment efforts on hiring more men and other underrepresented groups into managerial roles which will help create a more balanced leadership team that drives better decision-making.

We remain committed to further reducing this gap by:

• Expanding the number of opportunities for leadership training to build a strong and diverse pipeline of future leaders.
• Introducing benefits like Flexi Leave, offering all employees additional paid leave days annually to support work and life blend.