UK Gender Pay Gap Reporting
This report has been compiled in accordance with the UK Government’s mandatory gender pay gap reporting requirements and guidance. It covers all employees working for our UK legal entities on 5 April 2025 and shows a breakdown of data for those legal entities with more than 250 employees.
About Gender Pay Gap Reporting
A mean pay difference is calculated by taking the average hourly earnings of everyone in an organisation, including their pay and bonus, and comparing the difference between men and women employees. A median pay difference is calculated by taking the figure in the middle of the range of pay and bonus, arranged from the smallest to the largest.
In any year, a number of factors impact our gender pay gap data. This could include changes in the total number of employees and those joining our organisation at different stages in their careers, including at senior levels.
A pay gap is not the same as equal pay, which requires that men and women in the same job in an organisation are paid the same. Our approach to pay and reward is designed to be irrespective of gender. Through our governance, the reporting of our policies and processes and the training we require of our line managers, we aim to ensure there is no bias in our approach to pay.
Looking at all our UK legal entities, we have a mean gender pay gap of 18.4% and a median gender pay gap of 9.2%.
In the UK, most of our team members are employed in Production positions on the shopfloor and this area has an even mix between males and females (50.3% female / 49.7% male). When we review the pay gap percentages within this discreet population, the mean pay gap is 6.7%.
The median pay gap data point is significantly influenced by fluctuations in the number of operators on day shift within Production, which attracts a lower rate of pay than operator positions on other shift patterns. Historically there is a higher number of females who perform day shift operator roles than males. In April 2025, business demands meant the mix of day shift operators was higher than usual and consequently the reported median pay gap is higher than 2024 reported levels (increased from 16.4%). Fluctuations since April 2025 have returned the day operator mix to previous levels.
Outside of Production, we employ a range of positions including Engineering, R&D, Sales, Operations Management and a variety of support functions. Within this population, the gender mix is slowly changing with an increasing number of females occupying these roles. As of April 2025, females occupy 37.3% of roles (increased from 36% in 2024 and 32% in 2023).
Gender Pay Gap in Bonus
Looking at the bonuses that our employees in all our UK legal entities received, we have a mean gender bonus gap of -11.4% meaning females received a higher mean value than males, and we had a median gender bonus gap of 0%, meaning male and female median bonus was identical.
All UK employees continue to have an equal opportunity to take part in a bonus programme. The actual payments received are based on achievement against results and in the 12 months preceding 5th April 2025 92.8% of females received a bonus compared with 85.1% of males.
When we review this measurement within the discreet Production population, the median gap is also 0% and the mean gap is -4.5%, meaning females in Production roles had a higher mean bonus value than males.
Distribution of all UK Employees across Pay Quartiles
The chart below shows the distribution of men and women in our UK business within four pay quartiles. The 4th Quartile is the highest paid quarter of our workforce, and the 1st Quartile is the lowest paid quarter of our workforce.
Compared to previous years, there continues to be small shifts in female representation in the highest paid quarter (4th).
| Pay Quartile | Women | Men |
| Participation in 1st quartile | 76.9% | 23.1% |
| Participation in 2nd quartile | 42.2% | 57.8% |
| Participation in 3rd quartile | 34.4% | 65.6% |
| Participation in 4th quartile | 25.0% | 75.0% |
Closing our gender pay gap
We remain committed to making further improvements to reduce our gender pay gap. In doing so, we continue to look at how we can attract, select and develop team members from a variety of backgrounds particularly in non-production roles.
We also continue to build an inclusive and supportive workplace, including the Menopause policy which was introduced during 2024 and flexible working and reasonable adjustments to support our employees where business needs allow.
Further information
The method for calculating the gender pay gap figures has been outlined by the UK Government and the results from every qualifying UK organisation will be published here: https://gender-pay-gap.service.gov.uk/viewing/search-results
We confirm the information and data reported is correct as of the snapshot date 5 April 2025.