Our Gender Pay Gap Report
Learn more about our latest gender pay gap report, see how it compares to the national average and to previous years, and learn what steps we are talking to close the gap.
Understanding the
gender pay gap
What is the gender pay gap?
The gender pay gap is a measure that shows the difference in average earnings between men and women across the whole business.
What is the difference between the Gender pay gap and Equal pay?
Gender pay
The gender pay gap is the difference between the average pay of men and women and is expressed as a % difference.
Equal pay
Equal pay is the right for men and women to be paid the same when doing the same, or equivalent, work.
Understanding our Gender Pay Gap Report
Mean
The mean figure is reached by adding all the hourly rates and dividing by the total number of employees to achieve an average difference between the male and female pay rates.
Median
The median figure is reached by gathering all the hourly rates in order and selecting the middle figure. The median gap is reached by calculating the difference between the male and female pay rates.
What is Cooksongold’s gender pay gap?
Our latest gender pay gap report was published in March 2025 and provides a snapshot of pay as of 5th April 2024. We have maintained our median gender pay gap at 3.0%. This is better than the estimated UK National average of 13.1%.*
Our mean pay gap is 17%. It’s higher than our median pay gap because we have some highly paid men across all work levels and areas. This, combined with fewer women in the top roles is the primary driver for our pay and bonus gaps. It is an improvement on our 2023.
*Office of National Statistic Annual Survey of Hours and Earnings Report
Gender Pay Gap Statistics
We are required to report on the following entities under the Equality Act (2010) Gender Pay Gap Regulation 2017. This data is based on a snapshot date of 5th April 2024.
Pay gap
Mean % Gender Pay Gap
17%
Median % Gender Pay Gap
3%
On average men were paid 17% more than women in April 2024.
The median pay gap was 3% in the same period and because we have a skewed distribution, this is the more accurate measure.
Bonus
Mean % Gender Pay Gap
61%
Median % Gender Pay Gap
0%
Males paid a Bonus
93%
Females paid a Bonus
93%
All employees, once they have passed their probation are eligible to join the Company bonus scheme
The proportion of males and females in each quartile band
Upper
Upper middle
Lower middle
Lower
Closing Summary
What have we done?
Over the past year, we’ve taken important steps on pay and flexible working.
- We’ve continued our review of pay structures for those similar roles across the business.
- We offer hybrid and flexible working patterns where possible to open up opportunities to all.
- We have female representation at the senior management level.
- We have invested in management training to support succession planning.
- All vacancies are advertised internally to give everyone the opportunity to progress within the company.
What are we working on next?
Continue with the work we have already started, as well:
- Continue to focus on ensuring an equitable pay structure across the business.
- Offer training opportunities to all employees to enable progression and development.
- Put actions in place to address the seniority gap as we currently have an imbalance of male employees in senior roles.
- Review any barriers to progression and implement policies to support our findings.
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Tel: 0345 100 1122 or 0121 200 2120 Fax: 0121 212 6456