Gender Pay Gap Statement

At Jellyfish, we are committed to building a diverse and inclusive workplace where everyone has equal opportunities to grow and succeed. As part of our transparency and accountability, we are sharing our gender pay gap data for 2024.

Headline figures:

Mean gender pay gap (hourly): 28.35%

Median gender pay gap (hourly): 22.28%

Pay Quartile Gender Representation:

Q1 (£13.46 – £23.15): 69.70% female / 30.28% male

Q2 (£23.16 – £31.43): 59.63% female / 40.37% male

Q3 (£31.44 – £42.17): 49.55% female / 50.45% male

Q4 (£42.18 – £192.04): 32.74% female / 67.26% male

Our data shows that female representation remains higher in the lower pay quartiles. However, we are encouraged by a 2.52% increase in female representation within the highest pay quartile (Q4) — a step toward greater balance at senior and higher-paid levels. Additionally, the average salary split between genders improved by 2.47%, reflecting progress in narrowing the overall pay divide.

We also note that during the reference period for this report, the company scaled back its formal performance and reward processes. Despite this, of the limited promotions and pay increases that were possible, 71.05% were awarded to women, demonstrating our commitment to equitable recognition and advancement.

As we develop and introduce a new performance process, closing the gender pay gap will remain a key focus, alongside increasing female representation at senior leadership levels. These efforts are central to our goal of building a truly inclusive and high-performing organisation.

Our ongoing actions include:

Building inclusive hiring and progression practices
Partnering with Diverse Futures and utilising our apprenticeship scheme to support underrepresented talent
Hiring a number of influential and high-impact women since the reporting reference period
Supporting flexible working arrangements: In addition to our flexi-hours model, 14.28% of our UK workforce benefits from other forms of flexible working — including reduced hours, compressed hours, and split shifts — supporting a better work-life balance for all employees

Looking ahead:

We acknowledge that, due to reporting timelines, this data is already out of date. However, we have already pulled the data that will form the basis of next year’s report, and we are pleased to say that initial analysis shows a reduction of at least 5% in both the mean and median gender pay gaps. In addition, we have seen increased female representation in both Q3 and Q4 pay quartiles, marking continued progress in our journey toward pay equity and balanced representation across the organisation.

We remain committed to transparency, accountability, and meaningful change.

Nick Fettiplace

Managing Director, Jellyfish UK Limited