Closing the Gap: Why Dot Collective's Gender Pay Gap Sits at 0%

The technology sector has a well-documented gender pay gap problem. Across the UK, most tech and consulting firms report median pay gaps in the double digits — a signal that women in tech are, on average, still paid less than their male counterparts for equivalent work.

At Dot Collective, we're proud to report something different: a median gender pay gap of effectively 0%.

The numbers, side by side

We looked at how we compare to other firms operating in the same space:

Why this matters

A gender pay gap isn't just a compliance statistic. It's a proxy for how a company actually treats its people: who gets hired into senior roles, who gets promoted, who gets paid what for doing comparable work. A 0% median gap doesn't happen by accident; it's the result of deliberate structural choices: transparent pay bands, consistent leveling criteria, and a genuine commitment to evaluating people on their contribution rather than on legacy pay history or informal negotiation dynamics that tend to favour men.

This is where our values (Our FLO) as a business show up in the numbers rather than just in a mission statement:

• Freedom with ownership means everyone at Dot Collective is trusted and evaluated as an expert in their own right, regardless of gender, which removes a lot of the bias that creeps into more informal, negotiation-driven pay processes.
• Lift the standard means we don't treat pay equity as a box to tick once a year for reporting purposes — it's something we hold ourselves accountable to continuously, the same way we hold ourselves accountable to technical excellence.
• Operate with clarity means our pay structures are transparent and consistently applied, so outcomes like this aren't a surprise — they're the expected result of how we set expectations and make decisions.

Leading by example in a data-driven industry

It's worth noting the sample size difference here.

Dot Collective, with 150 employees, is smaller than most of the organisations in this comparison, and the reported gap can move within a small band (-0.5% to 0.5%) due to the mechanics of median calculations at this scale.

We're not claiming to have solved gender pay inequity for the whole industry, but we are showing that it's possible to build a genuinely equitable pay structure from day one, rather than treating it as something to fix retroactively once a company has scaled.

As we grow, our commitment is to keep this parity intact and not let it slip as headcount increases, the way it visibly has for other firms in our space. That's the standard we're holding ourselves to, and it's one we'd encourage other companies in the industry, at any size, to hold themselves to as well.

Data reflects the most recent gender pay gap reporting period. Figures for other organisations are publicly reported medians.