As at 5th April 2022, Barbon reports a median pay gap of 4.5%. This is an increase in the median pay gap between 2020 and 2021 of 2.5%. Our data reflects a higher proportion of female employees moving into senior level roles across the business than in previous years and therefore the gender split of the highest paid employees is closely matched.

Our gender split of “receiving bonus” are closely matched between male and female distribution. The gender split of “pay quartiles” is closely matched in the Q4 and Q3 (highest paid quartiles) and less so across the Q2 and Q1 quartiles, with the business continuing to employ more female employees than male employees, particularly in the Q2 and Q1 quartiles.

To support our culture of equality, we remain committed to the following actions:

  • Continue to develop our own talent to support the relatively high proportion of female staff across the business progressing their careers in Barbon all the way to senior leadership roles.
  • Insist our external recruitment providers demonstrate they have searched across the market for the best talent as evidenced in the gender balance of candidates they present to us.
  • Continue to promote and use flexible working options for all levels of employees, irrespective of gender, to support work/life balance and career progression. This includes the introduction of Hybrid working.
  • Commit to equal pay for equal jobs irrespective of gender, undertaking a fair and transparent benchmarking process of roles.



Gender Pay and Bonus reporting difference between males and females

Mean Median
Pay Gap 26.5% 4.5%
Bonus Gap 23.2% 17.2%


Proportion of Males and Females who receive a bonus

Received Bonus Did Not Receive Bonus
Male 73.3% 26.7%
Female 70.1% 29.9%


Proportion of Males and females in each pay quartile

Male Female
Upper Quartile 47.1% 52.9%
Upper Mid Quartile 45.1% 54.9%
Lower Mid Quartile 333.8% 66.2%
Lower Quartile 38.0% 62.0%


Our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017





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