Gender Pay Gap
The gender pay gap measures the difference between men and women’s average earnings and is expressed as a percentage of men’s pay.
According to the Office for National Statistics, the UK’s provisional gender pay gap for 2025 is 12.8%, down from 13.1% in 2024, continuing a steady downward trend over the last decade.
Our latest results are for the snapshot date of 5th April 2025. The information was compiled and calculated by our HR Department, and then reviewed and confirmed by Mike Wilmot, CEO.
Results for 2025
| Our Gender Pay Gap as a mean average is | 15% |
| Our Gender Pay Gap as a median average is | -2% |
| Our Bonus Gender Gap as a mean average is | 51% |
| Our Bonus Gender Gap as a median average is | 95% |
| The proportion of Males receiving a Bonus Payment is | 8% |
| The proportion of Females receiving a Bonus Payment is | 3% |
| The proportion of Males and Females in the four quartile bands are: | Male | Female |
| Upper Quartile | 56.1% | 43.9% |
| Upper Middle Quartile | 36.4% | 63.6% |
| Lower Middle Quartile | 49.5% | 50.5% |
| Lower Quartile | 50.5% | 49.5% |
Summary for 2025
Headlines about the gender pay gap tend to focus on the median figure, which ignores extremes and is therefore thought to be the most representative measure. It is, however, important to consider all of these figures as each one tells you something different about the underlying causes of the gender pay gap and each one can mask issues that another may highlight.
A significant difference between the mean and median pay gap, such as the difference within our own data, suggests that the dataset is skewed. This can occur when there is a concentration of either very low earners (which pulls the mean down) or a small number of high earners (which pushes the mean up). In line with trends across our industry, most of our workforce are paid around the national minimum wage, with a small number of senior roles attracting much higher salaries. This distribution naturally increases the mean pay gap relative to the median.
We remain committed to addressing the gender pay gap and offer the following:
- Flexible working opportunities that are open to both men and women.
- As a minimum biannual monitoring and reviews of pay and progression.
- As a minimum biannual reviews of individual career development.
- Commitment to nurturing and developing existing talent, promoting from within where we can.
We continue with the following activities:
- Monitoring salaries and review pay and progression on a regular basis (biannually at minimum).
- Training of line managers in non-discriminatory recruitment and promotion practices.
- Continued encouragement and development of female staff into management & senior roles.
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