We continue to be extremely proud of our diverse teams working in our coffee houses, Head Office and Roastery for Caffè Nero, UK and Ireland. To support our work on driving equal opportunities for all at every level, we pay all our employees fairly, according to their job role and based on benchmarking against similar roles in comparable organisations across our industry.
Our gender pay position for 2024 remains in a good place at 7.34% . Whilst this has increased vs 2023 we believe it is still a strong result and represents a £0.99 difference in pay per hour between men and women. We recognise that this is driven by the upper quartile where females are slightly underrepresented and have already taken steps throughout 2024 and 2025 to help address this. Our median pay gap has also slightly increased 0.01% to 0.19% and this represents a difference in mean pay of £0.02 per hour. Our mean bonus gap has increased from 16.88% to 23.01%, and our median bonus gap has decreased from 30.89% to 22.65%. The % of men vs women receiving bonus has increased significantly from 2023 with 75.87% of women receiving a bonus vs 73.98% of men.
Our percentage of women in senior positions remains consistent (women represent 61.23% of our highest pay quartile), and while our overall gender pay gap results outperform national benchmarks, this quartile continues to be the main contributor to our gender pay and bonus gap.
We have already taken steps to continue our work to reduce the gender pay gap in our organisation and will monitor, review and seek further opportunity to improve. We believe that all individuals, regardless of gender, can build a successful career within any of our brands.
I am confident that the data and information reported are accurate as of the snapshot date of 5 April 2024 and have been calculated according to the requirements of The Equality Act 2010 (Gender Pay Information) Regulations 2017.
Andrea Cooper
Group HR Director
Our Results
2020 | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
Gender pay gap as a mean average (%)The difference in pay between our total wage spend-per- woman and our total wage spend-per man. | 29.0 | 36.7 | 11.43 | 0.64 | 7.34 |
Gender pay gap as a median average (%)The difference in pay between the middle-ranking woman and the middle-ranking man. | 6.2 | 0 | 0.44 | 0.01 | 0.19 |
Gender bonus pay gap as a mean average (%)The difference in bonus between our total bonus paid-per-woman and total bonus paid-per-man. | 21.2 | 9.7 | 21.66 | 16.88 | 23.01 |
Gender bonus pay gap as a median average (%)The difference in bonus pay between the middle-ranking woman and the middle-ranking man. | 51.7 | 23.5 | 11.59 | 30.89 | 22.65 |
Proportion of males receiving bonus (%) | 27.4 | 6.9 | 28.85 | 31.15 | 73.98 |
Proportion of females receiving bonus (%) | 27.0 | 7.1 | 25.25 | 26.29 | 75.87 |
PROPORTION OF MALES AND FEMALES BY PAY QUARTILE
Males (%) | Females (%) | |
|---|---|---|
1st Pay Quartile | 35.42 | 64.58 |
2nd Pay Quartile | 34.57 | 65.43 |
3rd Pay Quartile | 34.39 | 65.61 |
4th Pay Quartile | 38.77 | 61.23 |
Proportion receiving bonus | 73.98 | 75.87 |