We see the gender pay gap as a critical part of our wider ED&I activity and value the role this metric has in monitoring our progress and holding ourselves accountable. We’re pleased to report that our overall gender pay gap has decreased again this year, and we are proud to see that our gender pay gap figures are again significantly below the average mean and median stats in the UK financial services sector.

However, there is still more work to be done to reach our aspiration of a 0% gender pay gap. Whilst the percentage of women within our lower quartile has decreased, we still do not have an even distribution of men and women across our pay grades which is the primary driver of our gender pay gap. In our report, we set out the work we will start doing, and carry on doing, to continue moving our gender pay gap in the right direction.

What is the gender pay gap?

The gender pay gap is the percentage difference between the average hourly earnings of men and women across an organisation. The gender pay gap is different to unequal pay, which is paying men and women differently for performing the same (or similar) work.

What is Triodos’ gender pay gap?

These figures are based on the average amount paid to men and women at Triodos Bank UK, regardless of their seniority or whether they work full-time or part-time.

In summary, our pay gap has decreased this year in both the mean and median metrics.

We do not operate a bonus scheme at Triodos Bank because we believe the impact we have is a joint accomplishment of all co-workers, and we do not believe that bonuses are an appropriate way to motivate and reward the right behaviours in a values-led organisation. Instead, our bonus data includes a token of appreciation paid to all co-workers on 1 January 2024. ​Our negative bonus gap has been driven by our family leave policy which had a return-to-work bonus element which was mainly received by female co-workers returning from maternity leave.