Gender pay gap
Creating a fair and inclusive workplace isn’t just the right thing to do, it’s vital for attracting and retaining the best talent, fostering innovation and reflecting the diverse communities we serve. That’s why narrowing our gender pay gap remains a key priority for our business.
We’re proud to see our gap continue to reduce year-on-year, driven by the steps outlined in our action plan: improving representation at senior levels through targeted recruitment, retention, and career progression initiatives. These efforts are making a real difference.
Gender pay gap 2025
mean gender pay gap down 2.4% from 2024
median gender pay gap down 4.2% from 2024
Behind the numbers are stories of progress: more women moving into mid-level and leadership roles, and fairer promotion outcomes across the organisation. While challenges remain at the highest pay bands, we’re committed to sustaining this momentum and ensuring every colleague has the opportunity to develop and thrive.
Why does the gap exist?
Our gender pay gap is not about equal pay for equal work; this is a legal requirement and something we uphold. Instead, it reflects structural challenges common across engineering and technology sectors: fewer women in senior and specialist roles, and underrepresentation in higher-paying technical disciplines. These patterns are shaped by industry-wide talent pipelines and historic imbalances, which we are actively working to change.
What’s next?
Our focus for 2026 is clear: accelerate progress at senior levels, strengthen career pathways for women in technical roles, and continue to embed inclusive practices across all stages of recruitment and development. Our goal is not just to reduce the gap, but to create a culture where equality is the norm.
Get in touch
Sonia Tyack
