Gender pay gap reporting April 2025

Gender pay gap report 2025

To follow is the release of our third gender pay gap report.  

We’re committed to building an inclusive workplace. Gender balance and diversity are a key part of that work, and the culture at GWI. 

While our gender pay figures show we’ve managed to decrease our pay gap, we’re working to make GWI diverse in all the areas we operate. The mandatory reporting requirement is currently only for the UK, but we’re continuing to review our gender pay gap at all of our locations globally. Our Singapore office does not yet have sufficient employee numbers to ensure data privacy for our employees and is therefore not included.

Our gender pay gap numbers: snapshot as at 5th April 2024

In the UK: We’ve successfully managed to lower our gender pay gap from 23% in our first year of reporting to 10%. Our gender pay gap continues to be driven by the gender disparity between men and women in the top quartile. We’re continuing to monitor and address this balance.

In the US: Our gender pay difference is very slightly in favour of men.  This is an improvement on the 8% we reported last year. 

In Greece: Over the past year, our gap in Greece has increased to 26%. Our gender pay statistics mirror the demographic of the active tech industry workforce in Greece. We’re continuing to work within the community to build a more inclusive workforce. For example, we’ve opened a coding academy at our offices in Athens to upskill more people into an engineering career and with the aim of attracting more female candidates into the workforce.

An equal pay analysis shows that there is no gap in terms of people with equal skills and experience being paid the same for work of equal value.

What do our pay quartiles look like? 

We remain committed to driving change and making GWI a fair and equitable workplace where our people thrive. We’ll do this by embedding inclusive practices, processes and ways of working throughout our people journey. Key initiatives we’re focussing on include:

• Capturing more employee and candidate demographic data, so we can identify gaps and have reliable data to inform our DEI people plans and policies. 
• Reviewing people policies with an inclusion lens, to not only create inclusive and fair working conditions, but to influence broader societal change.   
• Raising awareness of DEI and equipping our people with the knowledge to create a more inclusive environment where everyone feels valued and respected e.g. Unconscious bias training.

We continue to measure the effectiveness of our initiatives through data.

Chelsea Coates
Chief People Officer
3rd April 2025