Osl Group Holdings Limited

United Kingdom · <250 · www.oslgroup.com/wp-content/uploads/2024/02/OSL-Gender-Pay-Gap-22-23.pdf

Reporting year: 2024

Mean pay gap

15%

15%in favour of men

Median pay gap

15%

15%in favour of men

Bonus gap

3%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

24%

76%

Upper middle

92%

Lower middle

22%

78%

Lower (lowest paid)

46%

54%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

16%

16%in favour of men

Median pay gap

10%

10%in favour of men

Bonus gap

13%

13%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

19%

81%

Upper middle

16%

84%

Lower middle

18%

82%

Lower (lowest paid)

45%

55%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

20%

20%in favour of men

Median pay gap

10%

10%in favour of men

Bonus gap

52%

52%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

12%

88%

Upper middle

26%

74%

Lower middle

10%

90%

Lower (lowest paid)

42%

58%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service