Kooth is committed to fairness, transparency and inclusion across its workforce. This report outlines our gender pay gap data for the 2024/25 reporting year, along with comparisons from previous years to highlight progress and areas for continued improvement.
2024/25 key findings
Pay quartile representation
Pay Quartile
Upper quartile (highest paid)
Women accounted for 56% of staff in these roles, with Men representing 44%.
Upper middle quartile
Women accounted for 82.2% of staff in these roles, with Men representing 17.8%.
Lower middle quartile
Women accounted for 84.6% of staff in these roles, with Men representing 15.4%.
Lower quartile
Women accounted for 89% of staff in these roles, with Men representing 11%.
Overall workforce
Women accounted for 78% of staff in these roles, with Men representing 22%.
Women remain highly represented across the organisation, particularly in the middle and lower pay quartiles. Representation in the highest-paid roles has decreased slightly compared to previous years.
Comparative trends – previous years
2023/24
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Median hourly pay gap: 18.3% (women earned 82p per £1)
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Mean hourly pay gap: 37.1%
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Top pay quartile (women): 62%
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Median bonus gap: Women earned 75% more than men
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Bonus eligibility: 4.8% of women vs. 2.0% of men
2022/23
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Median hourly pay gap: 13.8%
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Mean hourly pay gap: 36.9%
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Top pay quartile (women): 61%
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Median bonus gap: Women earned 2.4% less than men
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Bonus eligibility: 4.3% of women vs. 11.5% of men
2021/22
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Median hourly pay gap: 13.9%
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Mean hourly pay gap: 32.4%
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Top pay quartile (women): 58%
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Median bonus gap: Women earned 81.2% less than men
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Bonus eligibility: 5.5% of women vs. 6.7% of men
Trends & observations
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Bonus Pay Gap: There has been a marked reversal in the bonus gap, with women’s median bonus pay now 44.6% lower than men’s — compared to a positive gap in women’s favour the previous year. This may be influenced by a broader eligibility pool and role types attracting bonuses.
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Representation in Pay Quartiles:
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Women continue to be strongly represented across all quartiles, making up 78% of the total workforce.
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Representation in the upper pay quartile decreased from 62% (2023/24) to 56% (2024/25).
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The lower pay quartile remains predominantly female (89%)
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Bonus Eligibility: Bonus participation is now more balanced across genders (19.0% of women and 20.0% of men), compared to previous years where participation was much lower for women.
Kooth’s gender pay gap data for 2024/25 shows a workforce that continues to be predominantly female, with strong representation across all levels. However, the reduced presence of women in the top pay quartile and the widening of the bonus gap highlight the need to refocus efforts on equitable reward structures and progression pathways.
Kooth remains committed to closing the gender pay gap, improving representation in senior roles, and creating a workplace where all employees are supported, valued, and rewarded fairly.