We are a company that supports organizations to make the world a safer place, and for us that starts by creating an environment where everyone feels comfortable to be themselves, to be confident in who they are, and who they want to be.

This year's report shows our mean gender pay gap has increased to 9.10% and our median gap to 14.18%. I want to be transparent: we are disappointed to see these figures move in the wrong direction. However, the data tells us something important about where the real issue lies.

When we examine pay within each quartile, we see no systematic pay disadvantage for women. In fact, in our upper quartile—our most senior roles—women earn 3.7% more than men on average. The challenge isn't how we pay women; it's that only 28% of our upper quartile positions are held by women. This is purely a representation issue, and the solution is clear: we need to accelerate the progression of women into senior leadership positions, and we have a clear plan for how we can do this.

I'm encouraged that our pay practices are fair and, in senior roles, actively favour women. This gives us a strong foundation to build on. Now we need to focus our energy on ensuring more women have the opportunity to reach those positions.

We believe that diversity, equity and inclusion are essential components of a thriving workplace. While this year's figures are a reminder of how much work remains, they also clarify exactly where we need to focus our efforts. We remain determined to close this gap and will continue to implement initiatives that promote equality and fairness for all.

I can confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) regulations 2017.