Gender pay gap report 2025
We have run our first gender pay gap report as part of our commitment to equality, diversity, and inclusion.
We are not legally required to publish a gender pay gap report until we reach 250 employees. We are publishing this to demonstrate our commitment to transparency, continuous improvement, and equal pay.
What is our gender pay gap?
The data covers 93 male and 125 female employees working here as of 31 March 2025. Our employee split is 58% female and 41% male.
We have reported two measures of pay gaps: mean and median.
The mean gender pay gap
| Workplace | Gender pay gap |
|---|---|
| Electoral Commission | 1.3% |
| National | 13.8% |
| Public sector | 5.85 |
We have a mean gender pay gap of +1.3% in favour of men. This is much lower than the national mean figure of +13.8% and the public sector mean figure of +5.8%.
The male-favoured mean pay gap is largely driven by the two highest paid employees in the organisation being male. Scenario modelling where the male CEO is removed from the dataset reveals that the mean pay gap would shift to -1.9% in favour of female employees.
The mean is the average calculated by adding all numbers and dividing by the count. The mean gender pay gap is the difference between the mean hourly rate of pay of male full-pay employees and that of female full-pay employees.
The median gender pay gap
| Workplace | Gender pay gap |
|---|---|
| Electoral Commission | -2.0% |
| National | 13.1% |
| Public sector | 8.8% |
We have a median pay gap of -2.0% in favour of female employees. This is much lower than the national mean figure of +13.1% and the public sector mean figure of +8.8%.
The median is the middle number in a data set after it's been ordered from smallest to largest. The median gender pay gap is the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
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