Gender Pay Gap Report 2026
Introduction
In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, this report sets out our gender pay gap calculations and supporting narrative. The results are based on pay data from the relevant pay period including 5 April 2026 (the snapshot date for private and voluntary sector employers) and bonus data for the 12 months ending on 5 April 2026.
Context and Interpretation
Our gender pay gap results describe the overall distribution of pay and bonuses between men and women across our workforce. They do not, in themselves, indicate unequal pay for the same or comparable roles; rather, they provide a view of representation and pay outcomes across different roles and levels. We continue to review our practices to support fairness, transparency, and equitable opportunity.
Methodology and Governance
The calculations in this report have been completed in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Hourly pay figures are based on ordinary pay for full-pay relevant employees in the relevant pay period including the snapshot date. Bonus figures are based on bonus pay awarded in the 12 months ending on the snapshot date. Figures are presented as percentages and may be positive or negative; a positive percentage indicates that women’s pay or bonuses are lower than men’s on the relevant measure, and a negative percentage indicates the reverse.
Key Findings (Whole Organisation)
Mean gender pay gap (hourly pay): 2.3%.
Median gender pay gap (hourly pay): -4.4%.
Mean gender bonus gap: 14.3%.
Median gender bonus gap: 81.1%.
During the relevant 12-month period, 83% of male employees received bonus pay, compared with 59% of female employees.
Pay Quartiles by Gender
BAND | MALE | FEMALE | INCLUDED IN THIS BAND |
A | 85% | 15% | All employees whose average hourly rate is within the lower quartile |
B | 58% | 42% | All employees whose average hourly rate is more than the lower quartile but the same or less than the median |
C | 70% | 30% | All employees whose average hourly rate is within the upper quartile |
D | 84% | 16% | All employees whose average hourly rate is more than the median but the same or less than the upper quartile |
The table above presents our workforce split into four equal-sized quartiles, ranked by hourly pay rate. Band A represents the lowest-paid quartile (the lower 25%), and Band D represents the highest-paid quartile (the upper 25%).
Detailed Analysis
Hourly pay gap: Our mean gender pay gap is 2.3%. This figure compares average hourly pay for men and women across the organisation. The median gender pay gap is -4.4%, indicating that the midpoint female hourly rate is higher than the midpoint male hourly rate.
Bonus pay gap: Our mean gender bonus gap is 14.3% and our median gender bonus gap is 81.1%. Differences in bonus outcomes can be influenced by eligibility, role profiles, and the distribution of employees across roles and pay quartiles.
Actions and Next Steps (2026)
During 2026 we will continue to take practical steps to support equitable pay outcomes and to address factors that can contribute to gender-based differences in pay and bonus results.
Targeted monitoring and analysis: Monitor gender representation and outcomes by role, level and pay quartile, and use findings to inform workforce and reward planning.
Recruitment and progression practices: Strengthen recruitment and internal progression processes to support balanced candidate shortlists and equitable access to advancement opportunities.
Development and talent programmes: Maintain and, where appropriate, expand development interventions (including leadership development) to support progression into higher-paid roles.
Communication and accountability: Provide clear internal communication on pay and bonus processes and maintain appropriate leadership oversight of progress against agreed actions.
Conclusion
We remain committed to maintaining fair and transparent pay practices and to reducing any gender-based disparities in outcomes. Our focus includes ongoing review of pay and bonus frameworks, continued investment in diversity and inclusion activity, and the creation of an inclusive workplace culture in which all employees can develop and progress.
The Group continues to foster equal opportunity through development and progression initiatives designed to support career advancement and earning potential for all employees. The Waylands Future Leader programme remains a key part of this approach and will continue throughout 2026.
This report serves as a transparent disclosure of our current gender pay gap figures and our commitment to achieving greater equality within our workforce.
For and on behalf of the board of directors
James Smullen
Chief Financial Officer