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Pay gap reporting

Pay gap reporting gives us valuable insights into our colleagues and their experiences, enabling us to take targeted action to address the root causes of any issues. We recognise that reducing our pay gaps is a long-term initiative and we remain dedicated to making progress.

2025 pay gap data

"I confirm the data reported is accurate and the gender pay gap data has been calculated in accordance with the relevant reporting requirements."

Amanda Cusdin
Chief People Officer, Sage

FAQs

The gender pay gap is the difference between the average hourly earnings for men and women in an organisation, regardless of their roles. In the UK, any employer with 250 employees or more is required to report on their gender pay gap data. 

The ethnicity pay gap is the difference between the average hourly earnings for colleagues in the broad categories of white and Black, Asian, Mixed Race, and other ethnically diverse colleagues in an organisation, regardless of their roles.

The gender pay gap is not the same as equal pay. Equal pay is the right for women and men to be paid the same for like work or work of equal value. Even when pay is equal, there may still be a gender pay gap. For example, in cases where there are more men than women in senior positions, causing more men to be receiving higher pay than women and thus skewing the averages.

We calculate the gender pay gap using the methodology provided by the government.

As ethnicity pay gap reporting is currently not mandatory, we use the gender pay gap methodology.

We have been reporting on our ethnicity pay gap since 2021.

The mean - or average - is calculated by adding up salaries paid to colleagues in each group and dividing that sum by the number of colleagues in that group.

The median pay gap is calculated by listing the wages for all colleagues - from highest to lowest - and comparing the number that sits in the middle for each. The difference in pay between those two individuals is the median pay gap figure.

Due to our small population sizes within ethnic groups, we aggregate the data for our reporting to maintain data anonymity, so we report data for white colleagues and for Black, Asian, Mixed Race and other ethnically diverse colleagues.

This means our data on the ethnicity pay gap is not as clear as it could be, since combining ethnic groups may hide pay differences between them. We recognise the benefits of reporting on disaggregated data and we will continue to review and improve how we report our pay gaps while still protecting colleagues’ privacy.

Sage Diversity, Equity, and Inclusion

Discover how we’re taking action towards an equitable workplace beyond pay equity. Visit our Diversity, Equity & Inclusion pages to learn more about our strategy, commitments and initiatives.

Explore Sage Diversity, Equity, and Inclusion