Gender Pay Gap Report 2025
Introduction
Our approach to pay is gender-neutral, which means that men and women are paid equally for doing equivalent jobs. Glenholme regularly reviews pay levels across all roles within the organisation and we have strong female representation throughout our workforce.
All companies that employ over 250 team members are required to report annually how they pay their male and female team members. The information provided here is based on Glenholme’s pay and bonus data for the snapshot date in April 2025, with 2024 figures included for comparison.
The gender pay information measures the difference between average male and female earnings across a group of workers, regardless of their role.
Key Information
Registered address: Sun House 79 High Street, Eton, Windsor, Berkshire, SL4 6AF
Nature of business (SIC): Financial and insurance activities, Professional scientific and technical activities
Snapshot date: April 2025
Employee headcount: 999 to 1200 employees
Person responsible: Stuart McLaughlan (Financial Director)
Proportion of Males and Females in Pay Quartiles
In this organisation, women make up the majority of employees across all pay quartiles. In 2025, women account for 68% of the highest paid roles and 66% of the lowest paid roles. The table above shows the gender split when hourly pay is ranked from highest to lowest and divided into four equal groups.
Gender Pay Gap Reporting for April 2025 vs 2024
| Category | 2025 | 2024 | ||
|---|---|---|---|---|
| Women | Men | Women | Men | |
| Upper Hourly Pay | 68% | 32% | 55% | 45% |
| Upper Middle Hourly Pay | 74% | 26% | 50% | 50% |
| Lower Middle Hourly Pay | 74% | 26% | 50% | 50% |
| Lower Hourly Pay | 66% | 34% | 88% | 12% |
| % Receiving Bonus | 3% | 3% | 3% | 3% |
| Mean gender pay gap using hourly pay | 0% | -1% | ||
| Median gender pay gap using hourly pay | -1% | -1% | ||
Hourly Pay Gap
In this organisation, women earn £1 for every £1 that men earn on average, meaning there is no difference in overall hourly pay between men and women (0%).
At the midpoint, women earn slightly more than men, with hourly pay 1% higher for women (-1%).
In previous years, women’s hourly pay has also been slightly higher than men’s, with differences of 1% in 2024 and 3% in 2023.
Bonus Pay Gap
In this organisation, men receive higher bonuses than women on average. In 2025, women receive 57p for every £1 that men receive, meaning bonus pay is 43% lower for women.
However, this gap has reduced significantly over time, from 63% in 2024 and 84% in 2023.
At the midpoint, women received higher bonuses than men in 2025, with bonus pay 11% higher for women (-11%). This is an improvement from previous years, where men received higher bonuses (36% in 2024 and 23% in 2023).
The proportion of men and women receiving a bonus is equal in 2025, with 3% of both male and female employees receiving a bonus. This is consistent with 2024, while in 2023 slightly more men (6%) received a bonus compared to women (5%).
| Category | 2025 | 2024 | ||
|---|---|---|---|---|
| Women (£) | Men (£) | Women (£) | Men (£) | |
| Mean bonus pay | 45,695 | 65,174 | 41,008 | 66,852 |
| Median bonus pay | 40,314 | 35,959 | 33,000 | 45,000 |
| Mean gender pay gap using bonus pay | 43% | 63% | ||
| Median gender pay gap using bonus pay | -11% | 36% | ||
We are proud of the fact that there is no major differentiation in hourly pay between men and women. The difference in pay including bonus is caused by the differing roles in the senior management team. We confirm that our gender pay gap data calculations are accurate and meet the requirements of the regulations.
Kent Phippen, Group Managing Director & CEO