CompaniesInTheUK

BELL MICROSYSTEMS LIMITED

Company number 03102360 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 9% lower than men's (500 to 999 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 50% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within computer programming, consultancy it is around the middle of the pack of 335 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 578 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 388 employers 22.5% to 25.0%: 356 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,642 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-10% 0 +10% +20% +30% +40% +50% +60% +70% 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2018/19: 29% 2020/21: 22% 2021/22: 21% 2022/23: 16% 2023/24: 16% 2024/25: 0% 2025/26: 9% Median gap 2018/19: 28% 2020/21: 26% 2021/22: 26% 2022/23: 26% 2023/24: 28% 2024/25: 12% 2025/26: -2% Mean gap 2018/19: 18% 2020/21: 19% 2021/22: 59% 2022/23: 63% 2023/24: 43% 2024/25: 14% 2025/26: 32% Median bonus gap

The gap has narrowed since the 29% reported for 2018/19.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 9% -2% 32% 23% 30%
2024/25 0% 12% 14% 18% 27%
2023/24 16% 28% 43% 19% 30%
2022/23 16% 26% 63% 21% 18%
2021/22 21% 26% 59% 15% 31%
2020/21 22% 26% 19% 13% 31%
2018/19 29% 28% 18% 12% 25%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.