Our gender pay gap figures 2022

Gender pay gap data 2022

Gender pay gap data 2022


  • Our mean gender pay gap reduced from 36.5% in 2021 to 30.8% in 2022
  • Our median gender pay gap reduced from 29.3% to 28.7% over the same period

What's behind these figures? 

This reduction in the gender pay gap is primarily due to increases in the representation of women in the upper middle pay quartile (from 44.9% to 46.6%) and the upper pay quartile (from 27.2% to 30.1%) over the past 12 months.
This is a result of a higher number of male leavers in the upper pay quartile than joiners. It is also due to an increase in female representation at executive level.
Our mean gender bonus gap reduced significantly from 68.4% in 2021 to 21.9% in 2022. The main factors influencing the reduction are that in 2021 our then new CEO Mark Allan received a one-off sign-on and relocation bonus. This increased our mean gender bonus gap in that year.
In 2022 female employees at executive level received large sign-on and share bonuses. This significantly reduced the gender bonus gap. Our median gender bonus gap also improved slightly, from 52.2% in 2021 to 47.9% in 2022 due to a range of factors including the impact of Covid-19 on 2021 bonus pay outs and individual new joiners and leavers. 


Percentage of employees receiving a bonus payment in 2021/22

Bonus pie charts
Horizontal gender pay gap

Our horizontal pay gaps are voluntary calculations that help us to better understand the pay gap at each level of the business. At our most senior (executive) and most junior (support) levels, our gender pay gaps are in favour of women. 

Our horizontal gender pay gaps are relatively small at Professional, Manager and Senior Leader level. The slightly higher gender pay gap in favour of men at Leader level is due to occupational segregation: Property roles receive higher remuneration than Support roles and 76% of those in Property roles at Leader level are male, compared to 53% of those in Support roles.