Gender pay gap reporting April 2026

This gender pay gap report is currently in effect as of 30 March 2026. To view previous versions, use the drop-down menu above. To return to the legal page, click here.

Gender pay gap report 2026

To follow is the release of our fourth 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.

This year’s gender pay gap results show varied outcomes across our regions. While we’ve seen progress in some markets, we continue to focus on improving representation at senior levels to drive long-term, sustainable change.

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, except for our Singapore and Czech Republic offices which do not have sufficient employee numbers to ensure data privacy for employees.

Our gender pay gap numbers: snapshot as at 5th April 2025

In the UK: Our gender pay gap has increased this year. Although women are paid more than men across three of the four pay quartiles, a higher proportion of men in the upper quartile continues to impact the overall gender pay gap. We are continuing to monitor and address gender representation at senior levels.

In the US: Our gender pay gap has improved and remains close to parity. This is supported by strong female representation within the US team (63%), particularly in the upper pay quartile.

In Greece: Our gender pay gap in Greece has decreased significantly compared to last year (26% > 18%). Increased representation of women in senior roles - particularly in the upper middle pay quartile - has contributed to this progress, supported by our ongoing focus on pay equity and building a more inclusive 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 focusing on include:

• Continuing to carry out in-depth analysis during our pay review processes, taking a data-led approach to ensure fairness, consistency and equity across the business.
• Reviewing people policies with an inclusion lens, to not only create inclusive and fair working conditions, but to influence broader societal change.
• Investing in hiring initiatives - providing unconscious bias training for hiring managers and analysing salaries at the point of offer.
• Ongoing work to embed inclusive leadership at every level, including continuing to run and evolve our GWI Pioneer (manager) development program, alongside Pioneer coaching.

Chelsea Coates
Chief People Officer
30 March 2026