Consistent with prior years, we are voluntarily reporting on our gender pay gap, using combined employee data for two of our largest regions – the UK and the US.
We continued to make progress in reducing the gender pay gap, with the mean gap decreasing from 12% to 9%. Improvement was evident with the majority of points across the pay range showing a downward (improving) trend. Pay parity was maintained at the lowest pay levels, with a 0% gap at the minimum pay threshold, alongside continued progress in the lower quartile of the pay distribution.
At senior specialist and leadership‑critical pay levels, progress was also observed, with the gender pay gap reversing just below the highest pay levels, such that women earn more than men on average in these senior roles. However, challenges remain at specific points in the pay structure, highlighting the importance of strengthening the mid‑to‑senior leadership pipeline. The Group remains focused on addressing these structural drivers through inclusive recruitment, succession planning and progression into senior roles, recognising that sustainable change requires sustained focus over time.
