Ethnicity pay gap report 2025
We have run our first ethnicity pay gap report as part of our commitment to equality, diversity, and inclusion.
We are not legally required to publish an ethnicity pay gap report. We are publishing this to demonstrate our commitment to transparency, continuous improvement, and equal pay.
What is our ethnicity pay gap?
The ethnicity pay gap
| Workplace | Mean pay gap | Median |
|---|---|---|
| White | £1.00 | £1.00 |
| Ethnic minority | £1.10 | £1.03 |
The mean ethnicity pay gap is -9.6%, in favour of ethnic minority employees.
The mean is the average calculated by adding all numbers and dividing by the count. The mean ethnicity pay gap is the difference between the mean hourly rate of pay of white full-pay relevant employees and that of ethnic minority full-pay relevant employees.
The median ethnicity pay gap is -3.3%, in favour of ethnic minority employees.
The median is the middle number in a data set after it's been ordered from smallest to largest. The median ethnicity pay gap is the difference between the median hourly rate of pay of white full-pay relevant employees and that of ethnic minority full-pay relevant employees.
Both the mean and median ethnicity pay gaps are in favour of employees from an ethnic minority background. The median pay gap is low, showing high levels of pay equality. While the mean pay gap is wider, it is still less than 10%.
Having analysed ONS data from 2020 and 2023, our ethnicity pay gap is lower than the national median among Asian or Asian British and Black, Black African, Caribbean or Black British people.
Sustaining fair and inclusive pay
We are committed to maintaining an inclusive, fair and transparent workplace. We will:
- manage performance-related pay robustly and consistently moderate performance ratings
- continue to apply strict decision-making processes and criteria to pay decisions, ensuring requests are carefully reviewed
- further embed a values-led culture rooted in openness, learning, and continuous improvement
- continue to work closely with our equality, diversity and inclusion experts and staff networks to make sure inclusivity and fairness is at the centre of all decisions effecting employees