Radius Telematics Ltd

Radius Telematics Ltd - Report Narrative

Following a government led consultation in 2016, gender pay reporting legislation requires private sector employers with 250 or more employees to publish statutory calculations each year showing the pay gap between their male and female employees. As demonstrated in our published report, Radius Telematics UK has carried out the six statutory gender pay calculations, which I can confirm are based on accurate data and prepared in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Our gender pay gap reflects the structure of our workforce rather than unequal pay practices. Gender pay reporting measures the difference in average pay between men and women across an organisation and is not a comparison of pay for employees performing the same or similar roles.

For the 2025 reporting period, our mean gender pay gap is 5.5%, representing an improvement compared to 2024. Our median gender pay gap is 2.3%, meaning that the middle earning female employee earns slightly more per hour than the middle earning male employee. This reflects a strong representation of women in mid paid roles across Telematics UK.

Our mean bonus gender pay gap is 6.0%, a slight improvement on the prior year. This continues to reflect the impact of higher value bonus and commission payments in senior and sales related roles, where men remain more highly represented. Our median bonus gender pay gap is 20.8%, indicating that at the midpoint, typical bonus values for men were higher than those for women during the reporting period.

Bonus participation rates remain strong across the business, with 85.9% of female employees and 79.0% of male employees receiving a bonus during the reporting period. This confirms that the bonus gap is driven by the value of bonuses paid rather than access to bonus schemes.

The quartile pay band data shows that women are under represented in the highest paid roles, with 33.3% female representation in the upper pay quartile. Female representation is stronger across the middle quartiles, which contributes to the negative median gender pay gap. The overall gender pay gap within Telematics UK continues to be driven by role distribution and seniority rather than pay practices.

During FY26, we have continued to embed our structured approach to reward, development and progression. This includes maintaining clear pay structures, consistent benchmarking and transparent decision making, alongside continued investment in development and career progression opportunities to support longer term balance across senior roles.

Gender Pay Reporting Results - 2025

Mean gender pay gap 5.5%

This calculation shows the difference between the mean (average) hourly rate of pay received by male and female full pay relevant employees. A positive percentage indicates that, on average, female employees receive lower hourly pay than male employees.

Median gender pay gap -2.3%

This calculation shows the difference between the median (midpoint) hourly rate of pay received by male and female full pay relevant employees. A negative percentage indicates that female employees earn more than male employees at the midpoint of the pay distribution.

Mean bonus gender pay gap 6.0%

This calculation shows the difference between the mean bonus pay received by male and female relevant employees. A positive percentage indicates that female employees receive lower average bonus payments than male employees.

The median bonus gender pay gap 20.8%

This calculation shows the difference between the median bonus pay received by male and female relevant employees. A positive percentage indicates that female employees receive lower bonus payments than male employees at the midpoint of the bonus distribution.

Proportion of employees receiving a bonus

Proportion of male employees receiving a bonus: 79.0% Proportion of female employees receiving a bonus: 85.9%

Gender Pay Reporting - Quartile pay band

The quartile calculations show the proportion of male and female full‑pay relevant employees across four equally sized pay bands, ranked from lowest to highest pay. These figures illustrate the distribution of gender representation across the organisation.

Quartile 1 (Lower)

Quartile 2 (Lower-middle)

Quartile 3 (Upper-middle)

Quartile 4 (Upper)

Declaration

I confirm that the gender pay gap information published in this written statement, and submitted to the Gender Pay Gap Service, is accurate and has been calculated in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.