Gender Pay Gap Report & Statement

Introduction

Anglian Home Improvements Group Limited operates in the UK serving the retail, public sector,
& commercial markets. The Company manufactures & installs a wide range of home
improvement products designed to improve the aesthetics, security, & energy efficiency of
properties.

The Group has an employed workforce of approximately 1,300 people. Our Head Office &
Manufacturing sites are based in Norwich & the Company also has a network of Sales &
Installation Depots across the UK.

This statement is made pursuant to the Equality Act 2010 (Gender Pay Gap Information)
Regulations 2017 & sets out the steps Anglian Home Improvements Group Limited is taking to
address the difference between the average earnings of men & women.

Results 2024

This report has been compiled in accordance with government guidance.

The results below represent a snapshot as of 5th April 2024 & includes the hourly pay for period
1 in 2024/25 financial year.

Gender Pay Gap

Mean Pay Gap	18.79%
Median Pay Gap	12.85 %

The above figures show the gap between the average pay of men is greater than the average pay
for women with our Organisation.

The Gender Pay Gap is not about equal pay for men & women doing the same job. It is about
calculating the difference in average earnings. The Gender Pay Gap looks at all jobs, all levels &
all salaries within the Organisation.

The Gender Pay Gap paints a picture of the level of roles that women conduct within the
organisation.

Improving gender balance & closing the Gender Pay Gap is an important part of our journey, in
particular within a historically male-dominated industry sector, where our recruitment activity
predominately attracts males in certain roles across the business.

Importantly, we continue to see a positive improvement on closing the Gender Pay Gap year on
year.

Bonus Gender Pay Gap

Bonus pay from 6th April 2023 – 5th April 2024:

Mean Bonus Gap	67.96%
Median Bonus Gap	63.39%

This calculation shows the average bonus paid to men & women & the difference in average by
gender. The data indicates that we employ more men in roles that facilitate higher bonus
payments.

Importantly, we continue to see a positive improvement on closing the Gender Bonus Gap year
on year.

The above table shows the proportion of men & women who are employed in roles receiving
bonus payment. The split is reasonable even.

Pay Quartiles by Gender

Quarter Distribution (Male / Female), as defined by the Equality Act 2010 (Gender Pay Gap
Information) Regulations 2017.

1st Quarter	209/106
2nd Quarter	263/52
3rd Quarter	255/59
4th Quarter	277/37

This data shows the male to female split of our workforce in each pay quartile. It was established by
ranking the whole workforce in order of hourly pay from lowest to highest & then dividing them into four
equally sized pay quartile groups from the payroll listing, following which the proportions of men and
women in each of the quartiles were calculated.

The gender split in each of the quartile bands represent our overall male and female ratio.

Actions

Anglian Home Improvements Group Limited acknowledges that addressing & maintaining the
gender balance can be beneficial to the business.

To achieve this, we employ open recruitment practices, including widespread advertising of job
vacancies. We regularly review our workforce composition & will take initiative-taking steps to
ensure fair representation. Our policies, including Recruitment & Advertising, align with this
commitment.

We confirm that all employees at Anglian Home Improvements Group Limited are paid equally
for work of equal value. Regular pay audits & reviews are conducted to maintain this equality. Any
identified disparities are addressed promptly & effectively.

Our analysis tells us that whilst we have made head way in closing the Gender Pay Gap over
recent years, the under representation of women is the main driver for our gender pay gap & there
are no quick wins to closing the gap.

However, we are committed in continuing our drive to improve the gap further & over the next 12
months we will the looking at:

• Initiatives that assist to attract females to apply for roles within our Organisation, in
  particular, within under-represented roles.

• Ensuring our female workforce receive the supporting to enable them to progress into
  senior roles.

We view gender equality as a priority & anticipate continued progress in reducing the Gender Pay
Gap. We are confident that the positive actions we are taking will contribute to improved results
in the 2023/2024 reporting period.

We confirm that the information & data reported is accurate as at the snapshot date 5th April
2024.

Phil Tweedie

Managing Director & CFO