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 2024) within AMS Ltd.

Our disclosable mean pay gap of 20% (2023: 34%) has decreased significantly due to a lower impact of share exercises in the current year as well as the appointment of a female chairperson, replacing a male which has a relatively noticeable impact due to their low number of contracted hours. The portion of male and females designated as ‘full pay relevant employees’ also impacts the calculation which is influenced by levels of maternity leave and sickness leave amongst other reasons.

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 43% (2023: 44%) of our overall workforce on the snapshot date, compared to 34% (2023: 34%) 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 0.8% (2023: -0.4%).

The relevant bonus period is the period from 6th April 2023 – 5th April 2024 and therefore the bonus included in these calculations is the bonus paid in April 2023. 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.

The Gender bonus gap reduction against prior year is largely skewed by the large amounts of share exercises by one senior individual in the prior year. When we adjust for the impact of share exercises, our mean bonus gap drops to 66% (2023: 65%).

There is not a median bonus gap 0% (2023: 0%).

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