Oaklee’s 2025 Gender Pay Gap results show a mean hourly pay gap of –9% and a median gap of –3%, indicating that women earn slightly more per hour on average than men. This reversed pay gap reflects our commitment to fair and transparent pay practices, supported by competitive recruitment and promotion processes.
The report highlights that women are well represented in both the highest and lowest pay quartiles, while men are more represented in the middle quartiles. This distribution reflects recent organisational growth, the creation of specialist roles, and the promotion of women into senior positions. No bonuses or benefits in kind were paid to any employees during the reporting period.
When viewed against sector norms and national averages, Oaklee’s results compare favourably. While many organisations continue to report positive pay gaps in favour of men, Oaklee’s figures demonstrate that progress toward gender equity is achievable and sustainable. Our performance sits well below the national average pay gap, which remains in single digits in favour of men, and reflects the impact of deliberate actions to promote fairness and opportunity.
We remain committed to sustaining gender equity across the organisation. Oaklee will continue to monitor pay and progression data closely, with a particular focus on understanding representation within the middle quartiles to ensure ongoing fairness and equal opportunity for all.
Read report hereOur Action Plan for 2026 and Beyond
To build on this progress, Oaklee has set out a comprehensive action plan:
1. Strengthen Progression Pathways Across All Levels
Analyse why women are underrepresented in the middle quartiles.
Address barriers through targeted development, learning pathways, and role-specific support.
Expand mentoring and sponsorship programmes to support career progression for all employees.
2. Maintain Inclusive and Transparent Recruitment & Promotion Processes
Audit recruitment and promotion processes regularly to ensure fairness and transparency.
Require diverse shortlists for all roles, particularly mid-level and senior appointments.
Track shortlisting and appointment data as part of ongoing KPIs.
3. Promote Flexible Working and Support Work-Life Balance
Maintain and promote flexible working arrangements to support employees at all life stages.
Gather regular feedback on accessibility and effectiveness of flexible working options.
4. Enhance Transparency and Internal Communication
Communicate gender pay gap results and the associated action plan to all staff.
Provide updates throughout the year on progress and future priorities.
5. Foster an Inclusive Culture
Deliver ongoing training on unconscious bias, inclusive leadership, and equitable decision-making.
Strengthen employee voice through surveys, focus groups, and staff forums.
6. Commit to Continuous Improvement
Review progress annually and update the action plan in response to data and staff feedback.
Benchmark Oaklee’s performance against sector and national trends to ensure leadership in advancing gender equity.
Incorporate progression monitoring into annual KPIs to track representation and movement across pay quartiles over time.
Oaklee is proud of the progress made and remains committed to creating a workplace where fairness and opportunity are embedded at every level.
