Providing Fleet Solutions to optimise operations, cut costs, and keep your business moving.
The Gender Pay Gap remains a significant issue in workplaces worldwide, reflecting broader societal inequalities that persist despite advances in gender equality.
By continually assessing pay disparities, we seek to understand the root causes, identify areas for improvement, and implement strategies that ensure fair compensation for all employees, regardless of gender.
This document will detail the Company’s pay gap results within our workforce. We will use this data to examine trends over time, compare our performance to industry standards, and outline the steps we are taking to close the gap. Our goal is to create a transparent process that not only highlights where we stand today but also holds us accountable for actions that we commit to deliver as well as improvements we look to make going forward.
Closing the Gender Pay Gap is not only a matter of fairness but also one of organizational effectiveness. Diverse, inclusive teams are proven to drive innovation, improve decision-making, and contribute to a more positive workplace culture.
As we move forward, we remain dedicated to ensuring that our compensation practices reflect the value and contributions of all our employees, irrespective of gender.
A summary of our results for 2025 are shown below:
These results show we’re ahead of the national average on mean pay and making progress on bonus equity. At the same time, they highlight the need to keep working on senior representation, where men remain more heavily
represented.
We’ve maintained a near‑even gender balance in a sector that’s traditionally been male‑dominated. Our current workforce split of 54% men and 46% women is broadly in line with the UK average. Both men and women have seen real
pay growth over the past nine years, outpacing inflation - a sign that our pay practices are fair and sustainable. The median pay gap reminds us that leadership roles matter. With men making up two‑thirds of our upper quartile, we know that progression pathways must remain open and accessible to everyone.
Over the past year we’ve:
• Removed gender identifiers from applications and targeted diverse talent pools.
• Promoted internally, including a Finance Business Partner moving into a Director role.
• Advanced our job evaluation and pay framework review, with strong progress made in 2025.
• Approved 28 flexible working applications (19 women, 9 men) and introduced part‑time and remote roles in Sales.
• Maintained a high level of participation (92%) in our annual employee survey
We’re focused on sustaining progress by:
1. Completing the pay framework review.
2. Expanding training and development, with clear progression paths and more flexible roles.
3. Monitoring turnover by gender and location to respond quickly to trends
.png)
Providing Fleet Solutions to optimise operations, cut costs, and keep your business moving.
