We know that in order to attract and retain the very best people we must build a sustainable business that is committed to equal opportunities for all. Our people are fully supported by the business.
Gender Pay Gap Report 2025
As at 5th April 2025, for period April 2024-April 2025 – Reported April 2026
Introduction
This report sets out the gender pay gap statistics as at 5th April 2025.
Our Results
Our statistics are as follows: –
Our Statistics Reviewed
Seras remains a male dominated workplace within our operational roles; our gender pay gaps are calculated from 47 female colleagues, an increase of 1 on the previous year, with a headcount of 282 employees, up 2 from the previous reporting date.
We have a small number of female colleagues working within our operational roles as Drivers and Site Operatives. We have a large number of Drivers, 1 of whom is female, 1 Transport Manager and 8 within site operations (administration and operational), an uplift of 1 from the previous year.
Our driver roles are competitive, and this therefore impacts on the median pay gap. Many of the remaining female colleagues work within junior administration roles and mid-range management. Within the senior leadership team 44% of the overall team are female, within department head roles.
Over 58% of our drivers are Trampers (drivers), meaning they work away from home for the week, working, living and sleeping in their vehicles. We recognise that this is a less attractive proposition for female drivers when considering potential safety concerns, transportation infrastructure and taking into account that females often have caring responsibilities.
We see a reduction in the number of female colleagues now eligible for bonus payments, this is due to the increase in females in the business. However, there is a slight reduction in females eligible for bonus, and an increase in males eligible for bonus. Therefore, there is an increase in female colleagues who now fall into the lower mid-quartile bracket.
Further Analysis
This chart demonstrates that we have over representation of male colleagues in our drivers (trampers, day drivers, relief, casual), transport operations, planning, site operations roles and at Director level. Female colleagues are overrepresented in the Finance, HR and Procurement teams, however there is a more even distribution within the Quality and Continuous Improvement teams for this reporting period.
Next Steps
Over the coming year we will continue to work towards recruiting more women into our day driver and site operational roles, recognising as previously discussed that our Tramper Driver roles are not as attractive to many women. We will continue to focus on the development of women within our existing business, through training and development, apprenticeships and as recruitment opportunities allow. This year has seen our first female colleague attain their Women in Leadership, L3 apprenticeship, at Distinction level. We continue to offer both L3 and L5 Women In Leadership apprenticeships.
Looking to the future we will continue to look to develop our strategy to support women in leadership and work to develop relationships with educational colleges and schools to promote the benefits of career opportunities within a renewables and logistics environment.
During 2026, we will be launching a salary sacrifice benefits nursery scheme to all employees with children under the age of 5 to support both retention and recruitment of both female and male colleagues allowing them to salary sacrifice their salary and make tax and NI savings on nursery fees. Additionally, the introduction of this benefit will allow for a greater local community engagement with potentially smaller more local businesses.
We will also be reviewing all our family friendly policies and developing the benefits provision for carers, maternity, adoption, parental, paternity and neo natal leave with the intention of providing a provision in excess of the minimum statutory requirements. This will support the retention of and recruitment of more females into our working environment noting that females continue to play the lead role in caring responsibilities for children and elderly relatives.
We are committed to ensuring that both male and female colleagues are paid fairly for fulfilling the same and/or similar roles within the business. We are a National Minimum Wage employer, recognising that more females operate in less senior administrative roles. We support female colleagues throughout our business and will continue to evolve our policies and procedures to expand our training & development opportunities, and promote and develop women into leadership roles, or into under-represented areas within our business.
I confirm that these statistics are accurate
April 2026