Women working at a technology company with offices in Guernsey and Jersey are paid “fractionally more” than men.
Prosperity 24/7, which specialises in digital transformation services, says its median hourly pay gap is +8.3% in favour of women.
The technology company released data — obtained by Women In Tech — showing its mean hourly pay gap is even more in favour of women, 10.1%.
Similarly, bonuses were slightly more likely to have been paid out to the tech company’s women employees (75%) than its male employees (70%).
'New standard for transparency and inclusivity'
Responding to questions from Women In Tech, Prosperity 24/7 — which has a male chief executive — said it compiled the figures as part of its inaugural gender pay gap report.
Unlike the UK, where gender pay gap reporting is a legal requirement for organisations with 250 or more employees, Jersey has no such mandate.
But as the IT sector is “male-dominated,” the report aims to set a new “standard for transparency and inclusivity” for Channel Islands tech firms.
'Biases that link technical roles with men'
“Attracting female talent to the industry is a challenge, especially given the cultural biases that link technical roles with men,” Marisa Hamon, a director for Prosperity 24/7 told Women In Tech.
Specialising in HR, Hamon clarified that the company ‘employs people on merit,’ and then supports them in their “personal and professional goals.”
Hamon believes male “allyship” at tech companies can be a valuable tool to assist in the “uphill battle women face in IT.”
'UK's 43% tech gender pay gap is alarming'
Reed, the recruitment giant, last month found that women in tech in the UK earn, on average, £32,700, while their male counterparts earn £47,000; a gender pay gap of 43%.
Writing in Reed’s 2025 tech salary guide, Reed Technology’s managing director Michele Smith described the 43% pay gap as “alarming.”
“HR teams and forward-thinking organisations have made progress through initiatives such as women in tech programmes,” begins the guide, published in Feb 2025.
“[But] hiring manager biases often hinder broader diversity efforts.
“Tackling this issue requires mandatory bias training and a willingness to look beyond traditional qualifications.”
‘Fairer pay’
Smith says that to “forge any kind of shift change,” organisations employing women in tech need to make “considered and conscious efforts to pay their staff…fairer.”
As to what ‘fairer looks like, Reed’s IT staffing boss says it’s a “more equal” salary, mindful of the need “to close the gender pay gap for current workers and for the workforce of the future.”
Sean Furey, principal account manager at First Point Group said yesterday that the gender pay gap in the tech sector “remains a persistent challenge.”
‘Pay rate renewal uplifts when two sought-after women in tech extend’
But he also says that women in tech are themselves narrowing the gender pay gap, dependent on their skills and, if freelancing, their appetite to negotiate at contract renewal stage.
“Women in software engineering and cloud computing are successfully seeing pay increases during contract renewals, driven by high demand for these skills,” Furey told Women In Tech.
“[And on the permanent side of the market] women in specialist roles such as AI, Cyber-security, and DevOps are more likely to see higher salary increases.”
‘Smaller tech firm tends to have a wider pay gap’
First Point Group, which specialises in tech and telecoms recruitment, says companies with structured pay transparency policies tend to offer higher salary uplifts for women compared to those without clear frameworks.
“The [tech] gender pay gap also varies by company size,” the agency said in a statement.
“Smaller tech firms will tend to have a wider pay gap, whereas larger companies – which often have more structured HR policies – tend to have slightly smaller disparities.
“Organisations with transparent salary frameworks and clear promotion criteria generally show less of a gap compared to those with discretionary pay practices.”
‘Reviewing job descriptions and adverts to eliminate gender bias’
But categorised as a ‘small’ enterprise, Prosperity 24/7 knows already where it’s going next to safeguard pay for its women technologists.
In its new gender pay gap report, the tech company explained: “We are reviewing our job descriptions and adverts to ensure that they are free from gender bias and actively promote diversity and inclusion in the workplace, with the aim of attracting more female talent.”
‘Transferable skills suited to project management or change management’
Geraldine Evans, the company’s chief operating officer, said in a statement to Women In Tech: “Many of [my] female colleagues didn’t necessarily start by looking for a career in technology.
“But [they] have [demonstrated] the transferable skills that make them suitable for roles in project management or change management.
“We also want young people to feel inspired to develop technical skills at school. And we are actively involved in on-island initiatives that encourage female students to develop their skills as well as supporting students with work experience.”
‘More equitable future’
First Point Group’s Mr Cook said last night: “While challenges remain, emerging trends in salary negotiations and diversity initiatives provide hope for a more equitable future.
“By addressing systemic barriers and fostering an inclusive workplace, the UK tech industry can move towards truly closing the gender pay gap.”
Simon Moore
Managing Director at Moore News Ltd, Simon Moore is a journalist with NCTJ-approved journalism training, who has worked inside the newsrooms of local, consumer and national media titles.
He today writes news and features for trade publications specialising in freelancing, small business and the self-employed. Simon’s articles have been linked to by The Daily Telegraph and the biggest newspaper website in the world, MailOnline.
