Our latest Gender Pay Gap results show we are making good progress, but we know there is more we want to achieve. This update explains our results, what the numbers mean, and most importantly, the actions we are taking to keep improving representation and to continue closing the gap.
Our commitment is to create a workplace where everyone can thrive, regardless of gender, through fair pay practices, inclusive recruitment, and clear development pathways. We will continue to:
Monitor and report our progress transparently each year
Promote flexible and modern ways of working that support different life stages and caring responsibilities
Strengthen pathways into leadership and specialist roles through mentoring, development and succession planning
Increase the representation of women in trades and technical roles by widening entry routes and community partnerships
Review our recruitment and progression practices to reduce bias and improve fairness
Understanding the Gender Pay Gap
The Government requires organisations with more than 250 employees to report on their gender pay gap each year. Our figures are calculated using the national methodology, based on a snapshot of our workforce on 5th April 2025 .
A negative percentage means women are paid more on average, a positive percentage means men are paid more, and zero means no gap.
We do not pay bonuses at Magenta, so those elements of the national calculation do not apply to us.
What Our Results Show
The Gender Pay Gap compares the average pay of men and women across an organisation. It is not the same as equal pay, which means paying people the same for the same role.
Our 2025 results reflect a positive picture for Magenta, and they show we continue to move towards greater equity.
Our mean gender pay gap is - 1.34%, which means women are paid slightly more on average than men
Our median gender pay gap is - 3.16%
Nationally, the median pay gap in 2024 was 7%, so Magenta sits much closer to zero, and in favour of women
Women make up 42.63% of our workforce, up from 41.04% last year
Men make up 57.37% of our workforce
This shift shows we are making steady progress, especially as the Property Services sector is traditionally male dominated.
Our Commitments
We are proud of our progress, but we are not stopping here. Our commitment to equality goes beyond reporting, and we are putting real actions in place to create a fairer and more inclusive workplace.
Our new Talent and Succession Programme gives us a clearer picture of gender representation across Magenta. We're using this insight to:
Embed fair, transparent leadership pathways
Offer mentoring and development opportunities
Build diverse pipelines for future senior roles
Property Services remains a maledominated area, both locally and nationally. We want to change that. We are:
Strengthening partnerships with colleges across Wirral and the wider region
Developing a more diverse talent pipeline
Exploring community-led initiatives to encourage women into trades
Looking at alternative routes into technical roles, beyond traditional apprenticeships
Shaping a new Women into Construction and Assets initiative with flexible working at the core
We want work at Magenta to fit around real life. To do that, we are:
Supporting colleagues through life events, including parenthood, caring and flexible retirement
Reviewing working patterns across the organisation
Making sure senior roles are accessible without compromising work-life balance
using flexible approaches to encourage greater representation of women in Property Services and Assets
We are proud of how far we've come, but we will keep challenging ourselves to create a workplace where everyone has the opportunity to succeed.