At Magnit, we value diversity in all its dimensions and strive to build a culture where inclusion and belonging are embedded into every part of our organization. Our core value, Lift All Voices, drives our commitment to fairness, equity, and actively creating an environment where every individual can succeed—regardless of gender or background. This annual report provides an overview of Magnit’s gender pay gap in the United Kingdom. It is important to start by differentiating between equal pay and the gender pay gap:

• Equal pay ensures that men and women receive the same compensation for the same or similar work.
• The gender pay gap measures the overall difference in earnings between men and women across the organization, regardless of role or level.

Overview of Pay Gaps in 2025

The 2025 gender pay gap analysis reflects all Magnit Global employees in the United Kingdom. In 2025, women’s mean hourly pay was 17% lower than men’s, a slight widening compared with 2024, this reflects differences in average earnings between men and women. The median hourly pay gap narrowed significantly to 8% lower, improving from an 18% gap in the previous year. Median movement suggests a shift in the distribution of earnings, likely influenced by changes in representation across the quartiles.

Representation across pay quartiles shows continued progress toward a more balanced workforce structure. Women now make up 47% of the upper quartile, an increase from 43% in 2024. This shift indicates a move toward greater balance in higher-earning roles, with an additional 4% of women represented in the Upper quartile. 

Bonus Pay Analysis

In 2025, bonus distribution shows a notable shift. A higher percentage of women (20%) received bonus pay compared with men (14%). While the mean bonus for women was 1% higher than men’s, a reversal from the 11% lower mean in 2024, the median bonus for women was 39% lower. This wide difference between mean and median indicates a concentrated distribution of higher bonuses among a selective number of women, while most received comparatively smaller amounts.

Understanding Our Workforce Composition

Magnit’s workforce includes two distinct groups:

• Staff employees: Permanent employees of Magnit
• Billable workers: Contingent workers placed at client sites, where clients set pay and bonus structures

Understanding these figures requires recognizing Magnit’s unique workforce composition. As a provider of workforce management solutions, we support two key employee groups: our core staff, who are Magnit permanent employees, and our billable workforce, comprised of contingent workers placed at client sites. While we manage administrative aspects, client organizations ultimately determine pay and incentives for billable workers. This distinction significantly impacts our overall gender pay gap analysis.

Magnit remains committed to tracking progress, increasing transparency, and actively supporting initiatives that promote gender equity. We will continue to invest in inclusive hiring practices, development opportunities, and culture-building strategies that ensure all employees, across all levels and roles, can thrive and succeed.

Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of Magnit and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.