Further tackling gender, ethnicity and disability pay inequality within its B Corp certified business, four-day week London environmental consultancy Tyler Grange has made its salary information public. It’s one of only 16% of UK companies to disclose individual pay ranges to employees, and its fixed term contract salaries within the business range from £25,400 to £82,000.

Committed to workplace fairness and equality, Tyler Grange recognised the need to overhaul its recruitment and people management processes, for both commercial growth and career satisfaction and progression for its 85+ employees across the UK. And as it increases its focus on its financial wellbeing strategy, all its ‘Tribe’ now have access to free expert financial education.

Since fair pay is closely correlated with employee satisfaction and retention – as well as promoting productivity and engagement, reducing their turnover, and facilitating innovation – Tyler Grange began a thorough assessment of its pay scale over three years ago.

The firm’s commercial thresholds were compared to the wider industry, and the team was gradually aligned to consistent salary bands, based on their skills, experience and alignment to the firm’s core values and expectations. The fully transparent salary structure links each employee’s role, performance, and career progression to the overall business plan and budget, will be reviewed annually and is accessible to everyone.

Despite not reaching the public reporting threshold as an SME, Tyler Grange voluntarily disclosed its gender pay gap – currently 13.6%, a reduction from 14.6% in 2023 – within its latest Impact Report. And it’s not alone.

According to the most recent Gender Pay Gap report published by the Office for National Statistics (ONS), the gender pay gap has been declining slowly over time. During the last decade, it’s fallen by approximately a quarter among full-time employees, and in April 2024, it stood at 7%, a fall from 7.5% in 2023. Tyler Grange has addressed its gap with the employment of 19 females during 2024 and the promotion of a further seven – improving employee ratios within the quartiles. Despite fewer men than women being employed at Tyler Grange overall, they are weighted towards more senior roles.

Employees were consulted during the salary review process and the payment transparency scheme has been welcomed. Ellie Kelly, Tyler Grange Finance Lead, said: “I really like that our salaries are being published internally and externally. We’re all about transparency here at Tyler Grange, so it just seems the right thing to do for us as a business. There’s no stigma surrounding pay discussions, which I believe creates a much more open culture generally, as well as ensuring fair pay amongst colleagues in similar roles.”

Jon Berry, Tyler Grange co-founder and Managing Director, said: “We’re delighted to once again innovate and disrupt, by making our salaries transparent to everyone. We have a way to go, but we’re in a stronger than ever position for improvement. Yes, we now have complete pay transparency and equality within roles, but it has been hard work to address the influence of previous roles on starting salaries, recruitment consultant negotiations and the impact of supply and demand on remuneration. But this is an issue that we’re determined to fix.

“A gender gap in average pay also remains in the business, which we’re honest about and are working very hard to close it. We’re confident that embracing a pay disclosure strategy will bring benefits in attracting and retaining the best people irrespective of gender and background. This makes us an even better workplace in which to thrive – personally and professionally.

“This whole process has been eye-opening and rewarding, and I’d certainly encourage everyone to check that they’re being paid fairly for their role and, at the very least, start a conversation about the importance of salary transparency. The same goes for business owners and leaders who operate with secrecy and inconsistency. Otherwise, the danger is that they’ll be left behind.”

The move to make its salary information public comes 18-months ahead of the European Union Pay Transparency Directive, which comes into force within EU countries in June 2026 – just two pay cycles away. The new measures are intended to bolster existing laws on equal pay and help reduce the gender pay gap across Europe. Many larger firms based in the UK, with over 100 employees, will be affected by the directive, despite the UK not being in the EU.

It also follows Tyler Grange’s recent accreditation as a Living Wage Employer, by the Living Wage Foundation. As part of the salary transparency review, the company examined team remuneration in line with the rising cost of living, which has significantly increased employee salaries during recent years. It’s now just one of 14,000 UK businesses – from a total of 5.6million – that believes its employees deserve a wage that meets their everyday needs.

Tyler Grange is a member of the Better Business Network and supports the Better Business Act – both of which promote a cleaner, greener, fairer future for all. It has seven UK offices located in London, Birmingham, Manchester, Bristol, Exeter, Cardiff and Cirencester, in the Cotswolds and has just been recognised as one of The Sunday Times Best Places to Work 2024 and was named SME Employer of the Year at the InsideOut Awards 2024.