Total Employees 777, Full Pay 553 and Relevant 212
(Relevant employees not included in pay gap calculations - 75.9% Male, 24.1% Female)
Understanding our results
These results will be used to assess:
- The levels of gender equality in our workplace;
- The balance of male and female employees at different levels;
- How effectively talent is attracted, selected, developed and rewarded;
- The opportunities to further reduce the gender pay gap.
We are an equal opportunities employer and have a pay philosophy and career structure in place which recognises and rewards employees irrespective of gender.
The core of our business, with over 50% of our workforce in direct‑to‑customer sales roles, continues to influence our gender pay gap. These roles are traditionally more male‑dominated and attract higher salaries than back‑office functions, where we tend to have higher female representation. This continues to drive part of the overall pay differential.
In addition, a proportion of our higher‑paid IT roles are held by male employees, which further impacts both the mean and median pay gaps.
Bonus pay
Our bonus schemes are non‑discriminatory, with all employees in the same roles having the same bonus structures and opportunities. Sales roles continue to offer higher bonus earning potential compared to back‑office roles, contributing to the ongoing bonus pay gap.
While the median bonus gap has reduced compared to the previous year, the mean bonus gap has increased. Average bonus payments fell for both men and women compared with the previous year (men: £12,222 to £11,030; women: £8,234 to £6,916). Because the average bonus for women fell by more, the mean bonus gap widened.
Progress and focus areas
During the last year, we have continued to make progress in reducing our overall gender pay gap, with a notable reduction in the mean pay gap (from 19.3% to 12.9%), a reduction in the median pay gap (from 17.3% to 15.0%) and a modest increase in female representation in the upper pay quartile.
However, women remain underrepresented in the most senior and highest‑paid roles, and this continues to be the primary driver of both the pay and bonus gaps. Improving progression, retention and attraction of women into senior and revenue‑generating roles remains a key priority.
Our ongoing commitment and actions
We remain committed to improving our gender pay gap and have the following actions in place:
- Continued analysis of employee engagement survey and pulse survey results through a gender lens, with targeted action planning.
- Ongoing review of our Employee Value Proposition to support attraction of more women into roles where they are currently underrepresented.
- Continued promotion of the enhanced maternity and parental support, including parental coaching for employees and managers, internally and externally.
- Development of policies to support female employees through different life stages, including menopause support & fertility.
- Review of our annual sales salary and bonus processes to ensure they remain fair, inclusive and transparent.
- Review of attraction and selection processes, particularly within sales roles.
- Refresh of our DE&I strategy to ensure it supports our overall inclusion and progression objectives.
Conclusion
Our 2025 gender pay gap reflects the current structure of our workforce rather than unequal pay for equal work. We recognise that improving gender balance, particularly at senior levels, is key to reducing the gap over time.
We remain committed to taking clear, measurable actions to create a more balanced and inclusive organisation.
Declaration
I confirm that the information contained in this report is accurate and has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
