Gender Pay Gap Report
Gender Pay Gap Report
We are committed to promoting equality, diversity and inclusion across our organisation and to ensuring that all employees are rewarded fairly for their contribution.
This is its report for the snapshot date of 5 April 2025.
- The mean gender pay gap for Orbis is -4.0%
- The median gender pay gap for Orbis is -4.1%
- The mean gender bonus gap for Orbis is -31.9%
- The median gender bonus gap for Orbis is -82.1%
- The proportion of male employees in Orbis receiving a bonus is 5% and the proportion of female employees receiving a bonus is 60.8%
| Pay quartiles by gender | |||
| Band | Males | Females | Description |
| A | 72.5% | 27.5% | Includes all employees whose standard hourly rate places them at or below the lower quartile |
| B | 68.4% | 31.6% | Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median |
| C | 70.4% | 29.6% | Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile |
| D | 63.5% | 36.5% | Includes all employees whose standard hourly rate places them above the upper quartile |
The figures set out above have been calculated using the standard methodologies as set out in the Statutory Guidance, published on 27 December 2025
What do the results mean and how does Orbis ‘s gender pay gap compare?
The UK mean gender pay gap stands at 6.9% (ONS, Gender Pay Gap in the UK April 2025).
For the reporting period, our mean gender pay gap is -4.0%, compared with 1.2% in the previous year. This represents a 5.2 percentage point increase and indicates that, on average, we have no gender pay gap.
Our median gender pay gap is -4.1%, compared with -1.8% last year. This further reflects improved pay balance across the organisation.
At both mean and median levels, female employees received higher bonuses than male employees, although the distribution and size of individual awards can influence this measure.
Our Action Plan
The fact that our workforce contains such a wide range of roles and the high proportion of male employees in some of those roles means that completely eliminating the pay and bonus gap is a challenge. However, we are committed to building on our progress and addressing areas of imbalance, so our key actions include:
- Improving Gender Representation
- Continue initiatives to attract and retain female talent across all levels
- Supporting Career Progression
- Ensure fair and consistent promotion processes across the organisation
- Reviewing Pay and Bonus Practices
- Conduct regular pay reviews to ensure fairness and consistency
- Enhancing Data Monitoring
- Continue to monitor gender pay and bonus gaps annually
- Promoting Inclusive Culture
- Reinforce our commitment to an inclusive working environment
We remain committed to transparency and accountability in addressing our gender pay gap and will continue to take meaningful action to support gender equality across our organisation.
I, Ben Howard, Group Chief Executive Officer, confirm that the information in this statement is accurate.
Date: 1 April 2026