Sheffield, S11 8NX, UK
0114 399 0087

Gender Pay Gap Report

Gender pay Gap report 2022/2023 year


CC33 have been around since 2012 and are an outsourcing contact centre based in the heart of Sheffield.


We provide technology led, outsourced customer contact solutions across the entire Customer lifecycle and work with a number of partners supporting their customer needs, from lead generation through full customer acquisition, customer management & retention.


In the last few years, we have seen our business change and expand rapidly.


In the last few years, we have found more than ever, a high demand for a strong work life balance.



Why do we have a gender pay gap?


We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.


We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work.


Instead, our gender pay gap is because men and women work in different roles and those roles have different salaries.


Across the UK economy, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations). Women are more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a part-time basis are relatively low paid.



How we aim to close our pay gender gap


We have continued to retain and attract more women within the business within the last 12 months. Many of the new appointments at senior level are now being held by women.


The scale of recruitment of employees within the middle quartile bands is increasing too, with more female employees being appointed.


We anticipate that along with the growth of the business, the gap will narrow with more senior roles being created.


We are also responding positively to our changing workforce by increasing our offering of flexible working hours and flexible shifts. We believe this will enable our employees to balance their work and home needs, such as childcare or caring commitments.



Gender pay gap data 2022/2023