Gender Pay Gap 2023 – 2024

In an era of increasing awareness and advocacy for gender equality, we are delighted to share our comprehensive analysis of our organisation’s commitment to fostering a diverse and equitable workplace.

At Centrick, we firmly believe that every individual, regardless of gender, deserves equal opportunities, recognition, and compensation for their contributions. Our Gender Pay Gap Report is not just a legal requirement; it’s a testament to our dedication to transparency and our ongoing commitment to achieving gender parity in our workforce.

We have worked tirelessly to create a workplace that values diversity and inclusion, and this report is a reflection of our journey so far.

What is a gender pay gap?

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gap is calculated across the entire workforce of an organisation. The gender pay gap has many contributing factors which will differ from organisation to organisation, across sectors and across geographical locations. It is crucial to our understanding of gender pay disparity to recognise that the gender pay gap is different to equal pay. Equal pay is where there is a discriminatory pay difference between men and women who carry out the same job, jobs rated as equivalent or work of equal value. The existence of a gender pay gap does not automatically give rise to any discrimination or equal pay matters.

Centrick as an organisation

Our organisation is made up of a group of five businesses covering a range of residential property services from sales and letting, building compliance, property management to cleaning, caretaking and maintenance. The group is growing and currently employs over 240 staff and is based in the UK with offices spanning from Manchester to Whiteley, with our headquarters in Birmingham.

We are an equal opportunities employer. We are committed to equality of opportunity and to providing a service and following practices which are free from unfair and unlawful discrimination.

Our Workforce

The following table separates our entire workforce into four equal quartiles based on the salaries that are paid to these employees.

This demonstrates no gap in lower and lower middle and a 7.4% gap in Upper Middle and an -11.2% gap in Upper, demonstrating strong female representation across our leadership roles.

Lower Quartile

Lower Middle Quartile

Upper Middle Quartile

Upper Quartile

Bonus Pay

The proportions of male and female employees who received bonus pay during the relevant pay period are as follows (percentages are rounded to one decimal place):

We recognise and are proud of our diverse workforce and we invite you to dive into comprehensive analysis of our organisation’s commitment to fostering a diverse and equitable workplace. We’re excited to share our findings, approach and actions regarding gender pay and equality in the workplace.

Download the full report to find out more:


Interested in joining our team?

Our business is growing and it's an exciting time to join us. Whether you’re taking the first steps on your career path or looking to take the next leap, we offer excellent opportunities for career progression. With a variety of roles available in every corner of the business, get in touch to find out how you can apply your skills to our business.

Get in touch
Gemma Powell

People Director

Louis Fogg

Talent Acquisition Lead