Gender Pay Gap Report 2022

Gender Pay Gap Report 2025/26

SSGC Ltd is committed to equality, diversity, and inclusion and to ensuring that all employees are treated fairly and consistently. We recognise the importance of promoting equality of opportunity and maintaining transparent and equitable pay practices across the business.

This report is published in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and is based on data from the snapshot date of 5 April 2025.

Gender Pay Gap Summary

SSGC’s mean and median gender pay gaps remain very close to zero:

• Mean gender pay gap: –0.2%

• Median gender pay gap: –0.3%

A negative gender pay gap indicates that, on average, female employees earn slightly more than male employees. These figures compare favourably with the UK national average gender pay gap of approximately 7.9%.

SSGC is pleased to report a negligible gender pay gap for the fourth successive year.

Workforce Profile

Women currently represent approximately 18% of the SSGC workforce. While the security industry continues to be male-dominated, this figure exceeds the industry average of approximately 10%.

The Company continues to focus on improving gender representation across both operational and management roles and recognises that this remains an ongoing priority.

Pay Quartile Distribution

The proportion of male and female employees across hourly pay quartiles is as follows:

Pay Quartile

• Upper Hourly Pay Quartile
  
  • Female: 31%
  • Male: 69%
• Upper Middle Pay Quartile
  
  • Female: 30%
  • Male: 70%
• Lower Middle Pay Quartile
  
  • Female: 27%
  • Male: 73%
• Lower Hourly Pay Quartile
  
  • Female: 27%
  • Male: 73%

Bonus Pay

SSGC did not operate a bonus pay scheme during the reporting period. Accordingly:

• Mean gender bonus gap: N/A

• Median gender bonus gap: N/A

Actions and Ongoing Commitment

In line with the Company’s Equality & Diversity Policy, SSGC remains committed to promoting equality of opportunity and fostering an inclusive working environment.

During 2025/26, the Company will continue to:

• Promote fair and consistent recruitment, development, and progression practices

• Encourage applications from underrepresented groups

• Ensure all employment decisions are based on merit, skills, and experience

• Monitor workforce data to identify and address any emerging trends

Where appropriate and lawful, the Company will continue to take positive action to support greater diversity within the workforce.

Declaration

I confirm that the information contained in this report is accurate and has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Signed:‍

Name: Doug Edwards
Position: MD
Date: 29 January 2026