Our gender pay gap data
Our data for 2024/25
On 5 April 2025, RLB in the UK had 1,161 employees, a 10.1% year-on-year increase. Twenty employees did not receive their full pay due to unpaid/reduced-pay leave reasons, therefore the data for 1,141 employees was used to calculate our pay gap and pay quarter distribution metrics.
Gender balance of UK full-pay employees
Understanding our gender pay gap
We acknowledge we have a gender pay gap in the business but it is important to clarify what this gap represents. The primary reason for the gender pay gap is related to workforce composition. A higher proportion of women are found in non-fee earning positions and this distribution, rather than unequal pay for equivalent work, accounts for the overall gender pay gap observed in our data.
Our mean and median gender pay gaps have increased and decreased respectively
The pay gap percentages presented in this report represent the difference in average hourly rates of pay between all male and all female employees within our UK business. It is important to note that these figures are calculated across the entire workforce, irrespective of variations in roles or responsibilities.
Our headcount increased by 10% in 2024/25, with 85% of this growth entering our lower and lower middle pay quarters. This is intentional and reflective of our efforts to help develop and broaden our business and the industry’s talent pipeline through educational outreach programmes.
We recognise that our gender pay gap has increased this year. As outlined previously, the primary reason for our gender pay gap is the lower proportion of women occupying senior positions compared to men. This uneven distribution across job levels has a significant impact on the overall average pay figures for women in our organisation.
We understand that closing the gender pay gap takes time and we are taking strides to increase diversity at Board level and recruit more females into senior positions.
Our mean and median gender bonus pay gaps have decreased
In 2024/25, RLB paid bonuses to all eligible employees based on the success of the business. Out of the eligible employees, 62.6% of women received a bonus compared to 59.9% of men.
Our overall gender pay gap has increased
Despite minor changes in headcount and representation, our gender pay gap increased slightly this year.
Significant steps have already been taken to champion programmes to boost female leadership and development, and we remain committed to making RLB a fair, equitable workplace for everyone.
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