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 focusses rather on our gender pay gap.

Please see our pay gap calculations below, which are as at 5th April 2021:

Pay Gap8.8%13.6%
Bonus Gap25.8%20.9%
Employees who receive a bonus85.4%89%
Employees within QuartilesMaleFemale
Upper middle47.4%52.6%
Lower middle38.2%61.8%

What is causing our gap?

This year, our gap has reduced in all four measures: the gaps in mean pay, median pay, mean and median bonus have all reduced compared to 2020.  We are pleased to see this continued improvement, which is driven by the recruitment, promotion and retention of women into senior roles.

For transparency, it is important to recognise that one significant difference in the data set this year is the exclusion of a senior male employee in the Upper Quartile who now lives in Mainland Europe and is no longer paid in the UK, and therefore is no longer a relevant employee for the purposes of this report (as defined by law).

However, even if we do a like for like comparison, we still see reductions in all areas.

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 are pleased to see this reduce, and the number of women in senior roles increasing.

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. 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.
  • Through our performance management and talent management processes, we are identifying women with potential to progress to senior positions, and our Leading Together management development programme is helping to accelerate progress to those roles.
  • In the UK economy as a whole, we know that the Covid crisis has had a disproportionate effect on women. We are proud of our response, offering flexible working arrangements, and supporting those needing to shield for either health or caring reasons, ensuring we retained our female talent at all levels.  Even once the requirement for social distancing has passed, we will continue to support flexible working.
  • We will 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 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 - HR Director

For further information please contact

Lindsay Taylor-King

HR Director

lindsay.taylor-king@allergytherapeutics com