The company operates awareness and engagement activities to encourage more UK employers to include salary information on their job ads. In the past year we have established an accreditation system for employers who have committed to including salary information on 100% of their job ads, and accredited 293 UK employers, recruitment businesses and job boards. We collaborated with employers across a wide range of business sectors, forming awareness-raising partnerships with companies including Co-op, Lush and Good Energy. We undertook a benchmarking exercise which established that fewer than 4 in 10 UK job ads include salary information, with the figure dropping to just 3 in 10 when looking at ads posted directly by employers rather than by recruitment businesses. On social media, our message about how salary info on job ads supports fair, inclusive and effective recruitment, and helps to reduce gender pay gaps, reached over 156,000 business leaders, HR professionals, employees and jobseekers. We published insights and advice from UK employers who show the salary, drawing on expertise from business founders and leaders across HR, pay and reward, and talent acquisition. We also provided practical guidance and support to employers who are working towards showing the salary and responded to the government's call for evidence on pay equality.

The company’s stakeholders are individual jobseekers and employees in the UK, as well as businesses and other entities who employ people and advertise jobs. In partnership with polling company Opinium, we ran a survey of 2,000 UK adults to gather insights into how important it is for jobseekers to see salary information on a job ad, and whether they would apply for a job that didn’t show salary info. 56% of people said they were unlikely to apply for a job that lacked this detail. We regularly meet with founders, HR directors and talent acquisition managers to discuss their approach to salary transparency and particular challenges they face, which helps us to better understand and respond to the needs of UK employers. We monitor and engage with posts that individuals and businesses make about salary transparency on LinkedIn, and use these insights to inform future activities.

The remuneration paid to or receivable by the director in respect of qualifying services was £12,480.52. There were no other transactions or arrangements in connection with directors’ remuneration, or compensation for director’s loss of office, which require to be disclosed.

No transfer of assets other than for full consideration