Gender Pay Gap
From April 2017 all organisations employing over 250 people are required to report on their gender pay gap. The information is published on the gov.uk website.
Our gender pay gap shows the difference between the average pay of all women and the average pay of all men in an organisation, irrespective of the work they do. As a result, it’s affected by how the workforce is made up, including the numbers of men and women in different types of jobs and at different levels of seniority.
This is important to Origin as we are committed to diversity.
As at 5th April 2025 Origin had a headcount of 303 employees.
168 - Female employees – 55%
135 - Male employees – 45%
Since the last report the headcount has decreased by 9.82%. The number of male workers has decreased by 6.9%, and a number of female workers has decreased by 12%.
The data in the overall report shows that the mean gender pay gap in April 2024 was 10.13%, reducing to 2.52% in 2024 and indicating a closing of the gap by 7.61%.
The median gender pay gap has improved significantly, shifting from 5.53% in April 2024 to -7.57% in April 2025, meaning women now earn more than men at the midpoint.
This marks a strong turnaround from previous years, when the gap favoured men, and reflects increased representation of women in higher-paid roles.
Several factors have contributed to the gender pay gap during this period. Of the 20 part-time employees, 80% were women, all of whom were in the lower two salary quartiles. This concentration continues to influence overall pay outcomes.
During the year, 68 new starters were recruited, 54% of whom were women, representing a positive step towards a more balanced intake.
There have been encouraging shifts across pay quartiles. Female representation in the upper quartile increased to 51% (from 46%), and to 66% in the upper middle quartile (from 64%), indicating more women are progressing into higher-paid roles. At the same time, representation in the lower quartile decreased from 55% to 46%. These changes help explain the improving mean pay gap and the median gap now favouring women.
There were 71 leavers, 54% of whom were women, with 71% of female leavers in lower-quartile roles. This continues to impact overall workforce composition and pay gap outcomes.
Overall, the distribution of women in lower-paid and part-time roles remains a key driver of the gender pay gap, although progress in senior and higher-paid roles is helping to offset this.
All roles are externally benchmarked, and pay is based on role requirements rather than length of service, supporting a fair and consistent approach.
Women now make up 64% of senior leadership. While this represents a 4% decrease from the previous year, the Executive Team remains 100% female, demonstrating strong representation at the highest level.
The proportion of employees receiving bonus pay was very low during this period. Only one bonus was awarded (£200 to a female colleague), meaning 0.59% of women received a bonus, while no men received a bonus.
As a result, the mean and median bonus pay gap figures are not applicable due to the small sample size.
This reflects the organisation’s typical approach, where bonus payments are minimal. The reduction in bonus activity is also influenced by the transfer of the Sales Team in December 2024, who were previously the main recipients of commission-based bonuses.
Overall, the 2025 position reflects low bonus participation rather than any gender-related disparity.