123-Reg Limited UK Gender Pay Gap Report: April 2020

By law, all companies in the UK with more than 250 employees are required to publish specific figures about their gender pay gap. While this is the first year that 123-Reg Limited has met the UK requirement, we have publicly reported our pay analysis for the past four years as part of GoDaddy’s annual global diversity and pay equity report. We report global gender pay analysis every year because it helps us to take stock of where we are, identify areas for improvement, and encourage transparency in the tech industry.

123-Reg, has always been a company enriched by a diverse, talented team and one that aims to treat and pay all employees equitably. We have made significant progress in pay equity, and we are determined to continue our progress. We are committed to taking action that will enhance the diversity of our business and ensure we continue to pay employees fairly.

This report reflects the calculations required under UK legislation for 123-Reg Limited. The gender pay gap relates to differences in average male and female pay within an organisation and does not compare the pay received by men and women for doing the same or equivalent work, known as equal pay. Whilst we continue to track gender pay data in line with government regulations in the UK, we also conduct our own pay analysis through the aforementioned annual GoDaddy global diversity and pay equity report. Our methodology accounts for similar job, level, and geography – and highlights that for our global employee population, we have reached pay parity at GoDaddy company wide.

Our ‘mean hourly pay gap’ and ‘median hourly pay gap’ numbers – two different ways of looking at the average pay gap between men and women – both see us within 3% of the national average, albeit that we still have gaps.

Like every other business, 123-Reg has experienced considerable disruption from Covid-19 over the last 18 months, but that has not swayed our focus on pay parity for all employees. To that end, we will continue with initiatives such as unconscious bias training for hiring managers and interviewers and committing to our 11 Employee Resource Groups which bring together employees of different genders, ethnic minorities, sexual orientations, and abilities. This ensures that everyone, across all backgrounds, has a voice within the business.

When it comes to the bonus payments that male and female employees receive, our pay gaps are more pronounced. This is more to do with an imbalance between the number of men at senior levels and the number of women. Greater representation of women in senior levels is an area we are determined to improve, and we’ve seen good progress.

As an example of our commitment in this area, we have introduced a system that proactively identifies employees for promotion, regardless of gender. Our goal was to make sure qualified employees aren’t overlooked simply because they aren’t vocal: studies show some employees are less likely to formally request a promotion.

When we introduced this system, it produced immediate results. Promotions among women increased by approximately one third, while promotions for men did not decrease. In fact, in 2020, around 20% of our director level roles globally were filled by women, an improvement on just 8% in 2019.

When we report our UK gender pay gap figures next year, we hope to be in a better position than we are today. Our strategy is centred around continuous improvement – a characteristic that underpins so much of what 123 Reg stands for, particularly when it comes to our people. Enacting this change is also a commercial imperative. A diverse and inclusive workforce will be crucial in driving our long-term business success and delivering sustainable growth.

Sara Rego

Managing Director