Allergy Therapeutics is a market leading, pioneering immunology business with specialist experience in the research and development of allergy treatments. We attract the very best people who want to be a part of a visionary business and have the opportunity to influence and transform immunology.

We believe our people are our strongest asset and we are totally committed to providing our employees with the opportunity to grow, develop, and reach their full potential. Our business has an entrepreneurial approach with a people focused culture delivering flexible working solutions for all employees.

Gender pay gap and equal pay are two terms that are often confused.

  • Equal pay refers to the legal requirement that within an organisation, male and female staff members who are engaged in equal or similar work, or work of equal value, must receive equal pay and other workplace benefits.
  • The gender pay gap is a broader measure of the difference in the average earnings of men and women - regardless of the nature of their work - across an organisation, a business sector, an industry or the economy as a whole. It is expressed as a percentage of men’s earnings.

Allergy takes all possible steps to ensure we are fully compliant with equal pay legislation, paying male and female staff members equal pay for work of equal value.

This paper focuses rather on our gender pay gap.

Please see our pay gap calculations below, which are as at 5th April 2022:

Pay Gap11.1%13.2%
Bonus Gap28.5%24.9%
Employees who receive a bonus78.9%84.2%
Employees within QuartilesMaleFemale
Upper middle44.3%55.7%
Lower middle41%59%

What is causing our gap?

This year our mean pay gap has increased slightly, however we have seen a small decrease in our median gap. This points to the movement being a result of a small number of higher paid employees moving roles, rather than an overall shift in the distribution.

Our analysis suggests that our pay gap continues to be primarily a result of the imbalance between numbers of women and men at different levels within the Company. We continue to employ more women than men overall.

In this snapshot we saw the inclusion of a number of contractors, who joined us on a temporary basis to deliver a specific project. The nature of contracting is that salaries are typically higher, and role holders are more likely to be male. This has made a difference to our figures.

In addition, we have significantly more women than men in less senior roles. As a result, our pay gap is driven almost exclusively by the gender imbalance in our upper and lower quartiles of employees. The fact that our workforce as a whole has more women than men, giving us the opportunity to bring talent through.

Our quoted mean and median bonus gaps also reflect the proportions detailed above. A further contributor to this is that, for those who work part time (the majority of whom are women), bonuses are pro-rated accordingly. However, the statutory calculations simply look at the overall bonus figures paid out, and so do not allow us to reflect the difference in working patterns and the effect of pro-rating in our bonus calculations.

Our mean bonus gap can mostly be attributed to the level of bonus amounts awarded to our executive team in this reporting year (of whom the majority were men), as a result of strong financial performance by the wider group.

Our aims

With regards to our senior leaders, we are continuing to work towards our previously stated aims of having:

  • a 50:50 male / female composition of our Executive Team by 2023
  • a 70:30 male / female composition of our Board of Directors by 2025 (achieved ahead of time, in Autumn 2021)

What are we doing to achieve our aims and reduce our gaps?

  • We will continue to recruit women into roles at all levels, and continue to encourage women to apply for senior roles.
  • Continuing to promote a variety of flexible working options for all employees.
  • Through our performance management and talent management processes, we are identifying women with potential to progress to senior positions, and our Aspire development programme is helping to accelerate progress to those roles.
  • We will continue to use the insights from our Your Voice engagement survey to understand the needs of our employees and identify opportunities where we can better support women in the workplace.
  • We continue to work with local schools, encouraging consideration of STEM careers, and offering work experience opportunities.
  • We are launching our formal Diversity, Equity and Inclusion strategy this year along with a number of activities to support a diverse and inclusive workplace.
  • We continue to proactively address the impact of the wider societal gender pay gap by ensuring salary decisions made at the recruitment stage are not based on an individual’s previous salary.

Allergy Therapeutics is committed to achieving gender balance and our aim is to use our ongoing initiatives to continue to improve on this. We are determined to be an inclusive and diverse company and we will nurture the attitudes and mind-sets required to achieve this.


We confirm that our data is accurate and has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Manuel Llobet - Chief Executive Officer

Lindsay Taylor-King - Human Resources Director

For further information please contact:

Lindsay Taylor-King

Human Resources Director