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Our Presence
At McLarens we are committed to creating a fair, inclusive and equitable workplace where everyone has the opportunity to develop their expertise, deliver excellence and to thrive in our empowering culture.
We remain focused on driving diversity in our workforce, fostering a safe, professional environment with a strong focus on work/life balance and personal development, and creating a culture where everyone has the opportunity to succeed.
We are pleased to publish our 2025 Gender Pay Gap report for MYI Ltd – comprising McLarens Global’s UK operations.
Efforts to create a more equitable and gender-balanced workforce is a work in progress and will take time. The consistent improvement in our numbers since our first reporting period in 2023 is pleasing, demonstrating meaningful progress in reducing the gender pay gap.
Our continued commitment to building a culture that recognises everyone’s contribution to delivering for our employees, our clients and our communities, is unwavering.
Progress towards gender balance is ongoing, and we remain committed to reducing the gender pay gap by working with employees, partners, and the broader sector for effective solutions.
Emma Youatt
Emma Youatt, Senior People Director EMEA & Global Specialty Lines of Business
I confirm the data and narrative contained in this report is accurate
What is a gender pay gap?
The gender pay gap measures the difference between the average hourly earnings of men and women.
Since 2017, all public, private and voluntary sector organisations in the UK with over 250 employees have been required to publish a report analysing their gender pay gap. Employers are required to publish the average (mean and median) pay gap in the hourly rate of pay on a ‘snapshot date’, specified by the government. For McLarens, the snapshot date is 5 April.
Alongside this, employers must also publish data on the average (mean and median) pay gap and overall gender split in bonus payments, as well as the proportion of men and women in each pay quartile.
Full details of the regulations and guidance can be found on the Government’s website.
Equal Pay
The gender pay gap is not the same as equal pay, where employees undertaking the same work or work of equivalent or equal value are compensated the same, and does not take account of job role, seniority or qualifications. The gender pay gap is a measure of the difference in average earnings between men and women irrespective of their role or seniority.
Our pay gap is not the result of equal pay issues.
At McLarens we compensate our people based on the role that they perform and are confident that we provide equal pay to men and women for work of the same value.
McLarens’ Gender Pay Gap 2025
Snapshot date: 5 April 2025
A total of 335 employees were included in the pay gap calculation. Of these, 55% were men and 45% were women.
Our progress since 2023
Gender pay gap analysis
At McLarens, we ensure equal pay for equal work, regardless of gender.
Our gender pay gap is driven primarily by workforce composition, with men more heavily represented in senior, specialist and revenue generating roles or higher paid positions.
This is reflected in the significantly higher proportions of men in the Upper Middle and Upper pay quartiles and reflects our focus on offering technical loss adjusting services to complex, commercial and specialty markets. Many of our specialist practitioners have an average of 20+ years’ experience and, in line with historic challenges the sector has faced, are disproportionately male.
The sector historically has a male skewed technical workforce contributing to broader sector-wide gender pay disparities. This is something we are working hard to address.
We have seen a consistent improvement in the mean pay gap with mean and median rates improving steadily since 2023. Whilst the bonus gap remains significantly higher than the pay gap, reflecting the distribution of males in roles with higher bonus earning potential, the gap has steadily narrowed. While the proportion of men and women receiving bonus is aligned at near identical rates, due to the over representation of males in Adjuster positions and specialist roles where bonus potential is based on case volume, complexity and revenue contribution, the value of bonuses is higher and this is reflected in the bonus gap. This bonus gap therefore arises from role distribution and bonus earning potential, not from unequal eligibility to participate or inequity in bonus award practices. With the increasing proportion of women in the upper middle quartile we have seen a steady reduction in the mean bonus gap since 2023. This demonstrating positive movement in the right direction.
Whilst the quartile distribution reflects the driver of our gender pay gap, we have seen a steady movement across all quartiles and a significant improvement of 14.28% (18.8% > 34.52%) representation in our upper middle quartile. This indicates a gradual increase in our female representation in professional and higher paid roles demonstrating further positive progress as we continue to focus on developing and promoting female talent within professional, technical and leadership pathways.
The pay gap, whilst consistent with others in our sector, is higher than we would like, and provides insight for us to continue to take meaningful action to reduce the disparities, in line with our values and commitments to our employees.
We are encouraged by the improvements in our pay gap and the positive shift in representation of women in our upper pay quartiles, and we remain committed to continue our focus on further reducing the gap.
What are we doing to close the gap?
Reducing the gender pay gap is a long-term commitment and we recognise that progress requires sustained focus.
Our ongoing actions include:
Career progression and promotion
In a traditionally male dominated industry, we are supporting more women into McLarens through recruitment and training routes, such as actively promoting women to Trainee Adjuster roles and promoting those into Adjuster roles. These routes are further supported by our investment in the development of global trainee technical programmes, designed to provide the foundational educational supporting mechanisms for new entrants to the sector.
Our ongoing efforts to provide alternative technical career pathways for our colleagues, facilitating mobility between support and technical positions continues to deliver. Our Adjuster trainee programme continues to produce talented technical individuals who have progressed from Claims Support and Technician positions, traditionally occupied by women, to Adjuster positions. This has yielded improved female representation and an alternative pathway for development.
Alongside this, our accelerated development programmes for high performers, designed to upskill and provide opportunities for advanced career growth, continue to drive and support professional mobility. Representation on our emerging leader programme comprised of 50% female representation with 50% of those participating in the programme coming from non-revenue generating positions. Our inaugural global senior leadership development programme also saw a female cohort composition of 25%.
We have continued our efforts to improve female representation at senior leadership levels. Female representation on the EMEA Senior Management Board is currently 25%, 40% of the UK Operations Board are women, our UK Technical Committee is led by a Female who is also a member of our wider UK Leadership team where female representation sits at 23%. Within our specialist practice operations, females occupy 46% of our Head of Practice positions.
Internal culture
We continue to deliver a programme of initiatives designed to ensure that McLarens continues to nurture a diverse and inclusive culture. All employees have access to a flexible on-line learning platform that provides training and guidance on developing inclusive cultures. Further supporting our culture is our LIVES committee and Lives Champions, who deliver a regular programme of communications and awareness events on a multitude of topics, to educate our colleagues and enhance our culture of inclusivity. We continue to take our learnings and review our internal policies and processes to support our diversity of colleagues.
Our continued efforts to support work life balance was recognised again in our latest employee engagement survey with a reported 91% satisfaction on flexibility with work arrangements and ability to balance work and home life. We have sought to further bolster this through the introduction of enhanced parental leave policies, providing greater support for both male and female employees to assist them in balancing their caring responsibilities and providing financial support during a key life event. We are also delighted to see that 92% of our colleagues feel that we have created an environment where individuals from diverse backgrounds can succeed.
Our Employee Value Proposition continues to embed our culture of inclusivity, progress and opportunity and to drive our recruitment efforts and campaigns to demonstrate to prospective employees the diversity of our organisation, the work we do and what we can offer in return for their skill and commitment.
Early careers
We continue to work with local colleges and schools to develop awareness of career pathways and opportunities in the loss adjusting sector through attendance at careers fairs and other educational events. Our support of work experience and student learning events across our UK business lines has provided opportunity for students ranging from pre-college to under and post-graduate level, to gain an insight into the sector and consider potential future career paths in loss adjusting.
Recruitment
We will continue to review and enhance our recruitment practices, including widening access to trainee and graduate schemes and other alternative career paths, developing inclusive recruitment training for all hiring managers, and committing to gender-balanced interview panels as much as is practically possible.
Our Recruitment Charter sets out our commitment to five key steps to ensure inclusive recruitment and a diverse workforce, underpinned by our commitment to equal pay for equal roles and flexible/hybrid working opportunities:
By harnessing the benefits of our rich blend of talent and drawing from different backgrounds, experiences and perspectives, our business will continue to grow and prosper. Importantly, with a level playing field for all, each and every one of us will have the confidence and the opportunity to achieve our own personal goals, alongside delivering great outcomes for our clients and our communities.
