The 2026 results are some way from being an equal ratio and, whilst we have not seen an upward trend, the ratios have remained constant with no decrease over the preceding year. The results are not unsurprising given the industry segment within which we sit.
Looking firstly at employees who joined the company during the period 2025-26, pay trends based on equivalent job roles were consistent with industry benchmarks. The differences can be attributed largely as a result of senior positions occupied by male leaders, whose skillset and technical specialisms demand a high salary.
Further, the ratio of male to female staff was significant - only 28% were female and 72% were male. This is consistent with the well documented shortage of female engineering talent in our industry segment.
Challenges remain despite our progress, to improve female representation in some business areas. These include:
Female colleagues continue to dominate the lower and middle paid support function quartiles.
Recruitment - a lower number of woman applicants for specialist technical and operational roles.
Talent Development - a limited pipeline of senior woman talent within certain departments, which impacts diversity
