Gender Pay Gap

As part of our commitment to Equality, Diversity and Inclusion we recognise the importance of collecting data and effectively analysing our gender pay gap to identify areas of concern and guide effective action. 

Since April 2017, all organisations in the UK with more than 250 employees have been required to publish details of their gender pay gap; in particular, the difference in average female earnings compared to average male earnings. 

For Regenda Limited, based on data from 5 April 2026, these figures are:

• Mean gender pay gap = 13.8%
• Median gender pay gap = 7.6%
• Mean bonus gender pay gap = not applicable
• Median bonus gender pay gap = not applicable
• Percentage who received a bonus = 0% (not applicable)

The proportion of male and females in each pay quartile:

• Lower quartile = 27.2% male and 72.8% female
• Lower middle quartile = 23.1% male and 76.9% female
• Upper middle quartile = 30.4% male and 69.6% female
• Upper quartile = 40.7% male and 59.3% female

For comparison, the workforce is 31.0% male, 69.0% female overall.

Narrative

The median gender pay gap across Regenda Limited on 5 April 2026 was 7.6%, which represents a very slight increase when compared to last year’s 7.4% gap, but continues to compare favourably to the national average gender pay gap of 12.8%. The mean gender pay gap reduced from 17.0% last year to 13.8% this year. 

One remaining driver of our gender pay gap is a slight under-representation of women in the upper pay quartile. Males remain under-represented within the workforce compared to general population demographic data.  

Regenda is committed to supporting and promoting the principles of Equality, Diversity and Inclusion (ED&I). This commitment is embraced by our Executive Team and Group Board. It informs all our activities and their impact on our customers, colleagues and other stakeholders.

Our EDI Strategy sets out a purposeful and coordinated approach to improving equality, diversity and inclusion for our customers and workforce. Our EDI Ambassadors Group is driving our EDI Strategy forward across the organisation, with nominated champions at senior executive and Board level. 
A key element of this is to improve our ability to collect and effectively analyse key EDI metrics, to identify issues and inform effective action.  Reporting on the gender pay gap is a fundamental part of this approach and we have developed an improved suite of equality and diversity metrics, including recruitment and promotion related indicators, enabling better identification of any barriers to recruiting a more diverse workforce.

We will have also invested in an organisation-wide EDI training programme which has raised awareness of equality issues, worked to challenge unconscious bias and created an environment where staff and customers are able to thrive, equally, regardless of their background or status. 
Our development and mentoring programme for aspiring leaders (LEAD) continues to help women (and men) develop the skills, confidence and aspiration to move into more senior roles, and provides access to mentoring from senior female role models.

To ensure our pay and reward offer is objective, fair and transparent we also commit to undertake regular, organisation-wide salary benchmarking exercises.

We raise aspirations, open up the world of work and challenge stereotypes in schools via Positive Footprints, whilst regularly showcasing women in non-typical roles (using some of our own women leaders as examples).  We also create apprenticeship opportunities and through our work with schools, partners and our subsidiary training company, The Learning Foundry, to help promote aspiration, work placements and entry level roles to a diverse potential future workforce.

Regenda is committed to taking effective action that helps reduce our gender pay gap and will keep our workforce, Board and stakeholders regularly updated with progress towards achieving this.

Lesley Burrows 
Executive Director 
The Regenda Group