Gender Pay Gap - Roc Technologies

Snapshot date April 2025

At Roc Technologies we want everyone who works here to feel valued, supported, and able to thrive. Publishing our gender pay gap data each year is an important part of that commitment. It helps us understand where we are today and where we need to focus our efforts as we continue building a fair and inclusive workplace.

Our workforce today

Our organisation has grown from a technology infrastructure background, a sector that has traditionally attracted far more men than women. This legacy still shapes our workforce: 79% of our employees are men and 21% are women. As we continue to deliver transformational IT solutions to public and private sector organisations across the UK, we expect our talent pipeline to evolve, but today we remain a male‑dominated organisation.

This imbalance is reflected at senior levels. Our C‑suite currently includes 33% female and 67% male employees, and among our top 10 highest‑paid employees, 90% are male. These patterns have a significant impact on our gender pay gap figures.

Understanding our pay and bonus gaps

Our gender pay gap is not a measure of equal pay for equal work; rather, it reflects the structure of our workforce, and the types of roles men and women hold across the organisation.

Several factors influence our results:

Role distribution — Men are more heavily represented in senior and higher‑paid roles, which increases both the mean and median pay gaps.
Commission‑based earnings — Many of our male employees work in our sales team, where commission forms a substantial part of total earnings. This naturally widens the bonus pay gap, even when base salaries are comparable.
Industry background — Our origins in infrastructure mean we inherited a talent pool that has historically been male‑dominated, and this continues to influence our gender balance today.

These factors help explain why our pay gap exists, even though our pay review process is designed to reward performance fairly and consistently for everyone.

What we are doing to close the gap

We are committed to long‑term, meaningful change. Over the past year, we have taken several steps to support gender balance, career development, and fair progression:

Inclusive recruitment practices to widen our talent pool and reduce barriers for under‑represented groups.
Internal professional development conversations to encourage employees of all genders to explore new opportunities and apply for roles across the organisation.
Hybrid working arrangements that support flexibility and work–life balance.
Enhanced family‑friendly policies to better support employees with caring responsibilities.
A performance‑based pay review process that rewards high performance transparently and consistently.

These actions reflect our belief that a more balanced organisation benefits everyone.

Why progress takes time

Some of the most meaningful changes happen gradually. Senior roles often have low turnover, and development pathways naturally take time to unfold. The actions we’re taking today — from mentoring to inclusive recruitment — will shape our organisation over the coming years, and we’re excited to see that progress reflected in future reports.

We also recognise that industry‑wide gender imbalances in technical and cabling‑related roles affect the external talent pipeline. As we continue to diversify our services, we expect this to shift gradually.

Our commitment

We are proud of the steps we have taken so far, and we know there is more to do. We will continue to review our data, listen to our people, and invest in actions that support fairness, inclusion, and opportunity for everyone.

Declaration

I confirm that the gender pay gap data for Roc Technologies Limited is accurate and has been calculated in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Mike Brinson
Chief Financial Officer
March 2026