Gender pay gap report 2025
This gender pay gap report presents a snapshot of our organisation as of 31 March 2025, using a monthly pay period.
Gender pay gap report 2025
This gender pay gap report presents a snapshot of our organisation as of 31 March 2025, using a monthly pay period.
What is the gender pay gap?
The gender pay gap is the difference between the average (mean or median) earnings of men and women across a workforce. It is a measure of the roles across our organisation, not of the difference in pay between men and women in the same job role.
For this data, by 'mean' we are referring to the overall average. The term ‘median’ is the middle point of the data set.
In this report, we are publishing information on 6 key gender pay gap metrics:
- percentage of men and women in each hourly pay quarter
- mean gender pay gap using hourly pay
- median gender pay gap using hourly pay
- percentage of men and women receiving bonus pay
- mean gender pay gap using bonus pay
- median gender pay gap using bonus pay
This information is compliant with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Our sample
This data represents relevant employees and full pay relevant employees for the pay period as at 31 March 2025. It does not include our partners, who provide independence, impartiality, and transparency to our work. We have included those who identify as male or female. The data for those who do not identify as male or female is used for our internal purposes.
Our headcount at 31 March 2025 was 272.
Our data
Percentage of men and women in each hourly pay quarter
2024 data
- Lower quartile: 73% female, 27% male
- Lower middle quartile: 67% female, 33% male
- Upper middle quartile: 70% female, 30% male
- Upper quartile: 67% female, 33% male
2025 data
- Lower quartile: 69% female, 31% male
- Lower middle quartile: 72% female, 28% male
- Upper middle quartile: 67% female, 33% male
- Upper quartile: 68% female, 32% male
Mean and median gender pay gap using hourly rate
2024 data
- Mean pay gap using hourly rate: 7%
- Median pay gap using hourly rate: 1% (in favour of female employees)
2025 data
- Mean pay gap using hourly rate: 9%
- Median pay gap using hourly rate: 9%
Mean and median gender pay gap using bonus pay
2024 data
- Mean pay gap using hourly rate: 11%
- Median pay gap using hourly rate: 0%
2023 data
- Mean pay gap using bonus pay: 11%
- Median pay gap using bonus pay: 0%
We operate a non-consolidated performance award rather than bonus payments. All eligible employees receive an end of year performance award of an equal amount. Our executive leadership team have a non-consolidated performance award. We also operate an e-voucher instant recognition scheme throughout the year via a system of peer nomination. For the purposes of reporting, we have used this information to calculate the pay gap described as bonus.
60% of males and 65% of females received a performance award during the year.
Conclusion
Our percentage of females in the lower middle quartile and upper quartile has increased. Our mean pay gap has increased from 7% to 9%. Our mean bonus pay gap remains at 11%. 35% of relevant employees were not eligible for performance award payments due to length of service, (of the 35%, 32% were male and 68% female).