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 April 2026 and provides a snapshot of pay as of 5th April 2025. Our median gender pay gap at 8.0%. It is slightly higher than the estimated UK National average of 6.9%.
Our mean pay gap is 21%. 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 all roles across the business is the primary driver for our pay and bonus gaps.
*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 2025.
Pay gap
Mean % Gender Pay Gap
21%
Median % Gender Pay Gap
8%
On average men were paid 21% more than women in April 2025.
The median pay gap was 8% in the same period and because we have a skewed distribution, this is the more accurate measure.
Bonus
Mean % Gender Pay Gap
66%
Median % Gender Pay Gap
0%
Males paid a Bonus
93%
Females paid a Bonus
95%
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.
- All vacancies are advertised internally and are open to all employees.
- Training and development opportunities are open to all to support career development and improve access to more senior roles.
- We have set up a new Senior Leadership Team and ensured that we have a broad representation from across the business.
What are we working on next?
Continue with the work we have already started, as well:
- We are reviewing our performance management system to support all employees with their career goals.
- We are introducing a new manager training programme which will provide guidance on recruitment, training and general management. This will support managers in making hiring decisions and in providing development opportunities for their teams.
- We will continue to focus on pay structures to ensure equity across the business.
- Review recruitment processes and any barriers to progression and implement policies to improve access to new roles and development opportunities.
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