Pay Gap overview (2024–2025)
We fully support equality of opportunity and continue to progress actions to reduce our pay gaps. Positive progress has continued to be made year on year. A further small decrease in the Gender Pay Gap from 1.95% to 1.90% as at 31 March 2025 represents our lowest reported gender pay gap to date. Female staff are represented across the organisation, including in senior roles. The gap continues to be influenced by workforce composition and pay distribution.
In 2024–2025, we also published our first Ethnicity and Disability Pay Gap reports, further strengthening our commitment to transparency and inclusion. The median ethnicity pay gap is 4.75% in favour of white staff, which is primarily driven by lower representation of ethnic minority colleagues in senior roles.
The median disability pay gap is -6.10%, meaning disabled staff have a higher median hourly pay. However, the mean disability pay gap of 10.80% in favour of non-disabled staff highlights lower representation of disabled colleagues in senior and higher-paid roles.
We acknowledge there are still gaps and will continue to work towards reducing them.
Moving forward, we will continue to progress this work through:
- defining and applying our organisation’s core values to every stage of an employee’s journey with us
- a commitment to supporting our Staff Networks in empowering colleagues
- fair and equal access to leadership learning and development opportunities
- promoting inclusive recruitment, development and progression practices
- deeper analysis of data to better understand the drivers behind our pay gaps