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Gender
Pay Gap

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Company Statement

The Gender Pay Gap reporting gives a snapshot of the gender balance within an organisation regardless of their role or seniority.

The gender pay gap shows the gap between the mean and median earnings of females and males and the bonus pay gap shows the gap between the mean and median bonus paid to females and males.

At Pepper, our mission is ‘To Help People Succeed’, whether this is our customers, intermediary partners or our dedicated colleagues. Pepper Money employs diverse talent and are committed to ensure that all colleagues are selected and appropriately compensated in their roles based on their skills, abilities and performance alone with equal access to recognition, reward and career progression opportunities. Attracting, developing, nurturing and retaining talented women is important to us as a business.

We acknowledge there is a gender pay gap within the Firm. This is largely caused by our workforce profile, the gender gap is caused by a gender imbalance in senior executive roles. We are pleased to recognise that when compared to the previous year we can see that the company is trending towards greater gender parity, with the mean and median salary gap trending downwards from the previous year.

We are committed on our journey towards gender pay parity and achieving this over time through a range of initiatives such as

  • Appointment of Director of ESG and Sustainability as well as Head of Engagement and Inclusion to drive our commitment forward.
  • Executive endorsement and support of our various committees like DE&I and Women in Business
  • Focus on gender in our approach to succession planning
  • Adoption of hybrid working model allowing colleagues flexibility to balance work and life commitments
  • Creating opportunities for women to experience ‘stepping up’
  • Raising the profile of female leaders in our business to encourage other female colleagues aspirations to progress
  • Continue to review our talent attraction approach
  • Regularly benchmark compensation
  • Introducing better HR data analytics capabilities to understand the employee experience
  • Reviewing our family friendly offering
  • Roll out of inclusive leadership training and inclusive language guide

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We continue to promote opportunities, champion inclusion and diversity, embed our cultural principles and regularly review our hiring practices and talent management. We’re committed to making a positive difference for our colleagues, our clients, in our communities and society at large.

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Pay Quartile - Female / Male Count

Pay Gap

Difference between Male and Female

2023 Mean Pay Gap

2024 Mean Pay Gap

2023 Median Pay Gap

2024 Median Pay Gap

The charts above show our overall mean and median gender pay gap based on hourly rates of pay as paid in the month of April 2024 for male and female employees. The gender pay gap is almost exclusively concentrated in the upper quartile of earners. These figures reflect the fact that the majority of senior managers are male. When compared to 2023 the gender split shows that we are trending towards a more equal representation in the Upper, Upper Middle, and Lower Middle sections, whilst increasing over representation of females in the Lower section simultaneously. 

Bonus Gap

Difference between male and female

Mean Bonus Gap

Median Bonus Gap

The bonus pay gap represents the difference in the average bonus pay for male and female employees. The bonus pay gap is far more pronounced that the salary pay gap, and is partially explained by Executive being majority male.

Male

Female

Across our workforce, 98% of all Female employees and 97.9% of all Male employees received a bonus payment

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