Gender Pay Gap: Building on a strong Foundation

Our latest Gender Pay Gap data shows a mean pay gap of 30% and a median pay gap of 18%.

The mean gap points to room for growth in increasing female representation at senior, higher-paying levels. Positively, the smaller median gap shows that pay is already well balanced across mid-level roles, highlighting the strong progress we’ve made in building equity throughout much of our organization.

This data presents both encouraging progress and a clear opportunity: while we’ve made meaningful strides in achieving pay parity across much of the workforce, there is important work to be done in improving gender representation at the most senior levels.

We are committed to building on this progress by actively supporting the development and advancement of women into leadership positions, ensuring that opportunities for growth and success are accessible to all.

Actions We Are Taking

At Pepper Advantage UK, we are committed to reducing the gender pay gap and fostering a more inclusive workplace. We continue to drive meaningful and lasting change by:

Inclusive recruitment and promotion processes
Support for flexible working and return-to-work programs
Mentoring and leadership development opportunities
Regular pay audits to ensure fairness and transparency

Our Commitment

Creating a diverse, inclusive, and equitable workplace is a core priority at Pepper Advantage UK. While addressing the gender pay gap is a long-term journey, we are taking proactive steps every day. We will continue to:

Monitor our progress
Report annually on key metrics
Strive for continuous improvement

We believe that everyone should have equal access to opportunities, and we remain dedicated to building a culture where all individuals can thrive.