Advanced Medical Solutions

Gender Pay Report

Ensuring opportunities for All

AMS believes in being an inclusive and diverse employer, where individuals are provided opportunities to develop and reach their full potential.

Pay and Bonus Gap

The above table shows our mean and median gender pay gap and bonus gap as at the snapshot date (i.e. 6 April 2023) within AMS Ltd.

Our disclosable mean pay gap of 34.0% (2022: 36.3%) is broadly consistent with previous years (2022: 36.3%, 2021: 33.8%) with changes in the structural profile of employees within the Company, changes to relevant full-pay employees and the addition of the £100 per month cost of living award to all employees earning below £35,000 pa (effective August 2022), impacting the gender pay gap movement from 2022.

Our analysis of our gender gap tells us this gap is largely driven by the fact that women hold fewer senior positions than men. Women made up 44% (2022: 44%) of our overall workforce on the snapshot date, compared to 34% (2022: 33%) of women in the upper quartile for pay.

Our analysis suggests that when we adjust for this structural issue, our mean pay gap changes to -0.4% (2022: 4.0%).

The relevant bonus period is the period from 6th April 2022 – 5th April 2023 and therefore the bonus included in these calculations is the bonus paid in April 2022. Our bonus gap is significantly impacted by share exercises made by employees. These exercises relate to options granted over a number of previous years and, as such, is not representative of the bonus earned in the year. Individuals have discretion on the timing as to when to exercise their share incentives. Any share incentives that vested but were not exercised are not included in this calculation. All employees have an opportunity to partake in Company share ownership schemes.

In the year in question, the Gender bonus gap has increased significantly, largely due to the share exercises of one senior individual. When we adjust for the impact of share exercises, our mean bonus gap drops to 65.0% (2022: 3.7%). The increase on the previous period is due to the comparator bonus period having a limited, fixed bonus. In the comparator period, members of the Senior Management Team did not receive a bonus whereas in the current bonus period, they did, significantly impacting the movement in the Gender bonus gap

The median bonus gap is relatively limited at 0.0% (2022: 1.9%).

Proportion of employees receiving a bonus

All employees of the Company are included in a Group bonus scheme, but some individuals will not be paid a bonus in a given year, mainly due to one of the following reasons:

- Salary sacrifice of entire bonus into Approved Share Incentive Plan
- Limited service period
- Leaver/On notice

Men have been more likely to invest their entire earned bonus into the approved Share Incentive Plan increasing the proportion of men who have consequently not received a paid bonus. The impact is likely to be seen when the shares are exercised in a number of years as this will proportionately increase the mean bonus for males ahead of females.

Pay Quartiles

The below chart illustrates the gender distribution across AMS Ltd in four equally sized quartiles.

As a responsible employer we are committed to addressing diversity and are approaching this in a number of ways to promote and attract more senior candidates. This includes flexible working (including job sharing, part-time working, flexitime, career break, home working), development opportunities (sponsorship of further education, coaching and mentoring, personal development plans) and our recruitment processes (attraction of diverse talent pools).
We are confident that men and women are paid equally for doing equivalent jobs across the business.

Our Gender Pay Gap figures have been calculated using the methodology provided in the gender pay gap reporting legislation; The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. I confirm that these figures have been verified and checked to ensure accuracy.

We are confident that men and women have an equal opportunity to earn a bonus.

Eddie Johnson, Chief Financial Officer