Gender Pay Gap
Reporting 2025
What’s it about?
Everyday Lending Limited (trading as Evlo) takes a leading role in recognising and valuing the benefits that come from our diverse workforce. We understand that providing an inclusive workplace culture, where all employees are valued and included, results in a more engaged, motivated, and productive workforce.
The gender pay gap demonstrates the differences in the average pay between men and women. This is different from equal pay, which requires men and women, who carry out the same or similar roles, or work of equal value, to be paid the same.
Evlo pay equally regardless of gender
Pay and Bonus Gap
The table below demonstrates our overall mean and median gender pay and bonus gap based on the snapshot date of 5 April 2025 (hourly pay) and bonus paid in the 12 months to 5 April 2025.
| Mean | Median | |
|---|---|---|
| Hourly Pay Gap | 7.2% | 0.5% |
| Bonus Gap | 3.1% | 0.4% |
This is the statutory calculation that we are required to publish. The mean is the average, and the median is the middle value in all the numbers listed in numerical order. It shows the difference in average pay and bonus between all men and women within our Company.
Our average mean hourly gap increased from 2.4% to 7.2%. Our hourly pay gap median is 0.5%. The mean bonus gap decreased from 5.3% to 3.1% and the median bonus gap decreased to 0.4%.
Whilst we are pleased with the work taken so far, we are confident that we can continue to improve our practices to decrease the gender pay gap further.
Pay Quartiles
The data illustrates the gender distribution at Evlo across four equally sized quartiles of our business (dividing our employees into 4 equal groups, from lowest to highest paid)
Lower Quartile
Lower Middle Quartile
Upper Middle Quartile
Upper Quartile
In comparison to 2024, the lower and upper middle quartiles have remained static whilst the lower middle quartile has improved. The upper quartile decreased on last year. There was an increase of female representation in the lower middle quartile by 5%.
We recognise there is still a gender pay gap and we are clear on why it exists and are focused on the steps we need to take to close the gap.
Our Actions
Evlo is committed to promoting gender equality and devoting appropriate resources to its implementation, monitoring, reporting, and evaluation. We will continue to:
- Review the structure of our workforce, listening to our employees and improving our policies around diversity.
- Actively review decisions around performance, pay, and bonuses.
- Support employees through flexible working and professional development.
- Develop and improve family-friendly policies.
- Deliver tailored plans to promote gender equality across the Company.
Statement
I, Jono Gillespie, CEO, confirm the information in this statement is accurate and in line with mandatory requirements.