2025 Gender Pay Gap Report| Rabbie's

Gender Pay Gap Report

2025

We’re dedicated to fairness and improving gender equity across Rabbie’s for everyone.

At Rabbie’s, we are Driven by Curiosity. Understanding our people, our culture, and how we create a workplace where everyone thrives is central to who we are. Every employee plays a part in shaping our future, and we remain committed to ensuring that everyone is valued and fairly rewarded. Transparency drives progress, which is why we’re sharing our 2025 Gender Pay Gap Report.

What Does the Gender Pay Gap Tell Us?

The gender pay gap reflects the difference in average earnings between men and women across Rabbie’s. It does not mean men and women are paid differently for the same job; instead, it highlights patterns of representation at different pay levels.

Our 2025 Results at a glance:

Mean gender pay gap (hourly pay): –1.14%
Median gender pay gap (hourly pay): –0.91%
Mean and median bonus gender pay gap: 100%

Proportion receiving a bonus:

Male: 2.42%
Female: 0%

Our 2025 data shows that, on average, women at Rabbie’s earn slightly more per hour than men. However, representation across our pay structure paints a more complex picture.

Gender Representation Across Pay Quartiles

Lower Quartile: 40.30% Female | 59.70% Male
Lower Middle Quartile: 19.40% Female | 80.60% Male
Upper Middle Quartile: 26.87% Female | 73.13% Male
Upper Quartile: 34.85% Female | 65.15% Male

While women’s average hourly pay is slightly higher, men are overrepresented across all quartiles, particularly in the middle bands. Women make up a smaller proportion of our overall workforce, and this uneven distribution shapes our results.

In 2025, we had two female board members, including our CEO. Their senior roles contribute positively to average and median female hourly pay. At the same time, a significant proportion of our workforce consists of operational driving roles, which are predominantly male and sit within the lower and middle quartiles.

Contextually, operational driving roles across the transport and tourism industry have historically attracted more male applicants, so this remains a key focus area for us. These factors together explain why women’s average hourly pay is slightly higher, despite lower overall representation.

Last year, our reported mean pay gap was –6.67%. This year’s figure is –1.14%. This shift reflects improvements in how we capture and report hourly pay. Enhanced reporting tools and greater consistency in our calculations mean that this year’s figures provide a more precise picture of our workforce. The underlying influences, senior female leaders and a predominantly male operational workforce, remain the same.

Understanding the Bonus Pay Gap

In 2025, Rabbie’s did not operate any performance-related or discretionary bonus schemes. The only payment counted as a bonus was our long-standing Length of Service Award, which provides a £250 after tax payment at 10 years of continuous service.

Because eligibility is purely based on tenure, the bonus gap reflects only the gender make-up of the very small number of employees who reached this milestone during the reporting year. With such a small sample size, even one or two payments significantly shift the percentages. These figures should therefore be viewed in context, as they do not reflect any structural difference in reward or opportunity.

Looking Ahead: Our Focus Areas

We know that gender equity is not a destination but an ongoing journey. By reflecting on our data and holding ourselves accountable, we ensure we leave a positive trace wherever we go. Our key areas of focus for the coming year include:

Enhanced Maternity Policy: Exploring options to strengthen our support through enhanced maternity pay.
Recruitment: Continuing to broaden and diversify our pipelines to encourage a wider range of applicants to all roles, and specifically our Operational roles.
Gender Audit: Partnering with an external organisation to review our recruitment processes and remove potential bias.
Menopause Support: Appointing a Menopause Champion and offering menopause awareness training for managers.
Flexible Working: Developing flexible working arrangements that support all employees in balancing work and personal responsibilities.
Compliance & Inclusion Training: Expanding development opportunities in areas such as DEI and Sexual Harassment Awareness to support a safe and fair workplace for everyone.

A Final Word

We remain committed to making Rabbie’s a place where everyone, regardless of gender, has the opportunity to succeed. If you have thoughts, questions, or ideas, we’d love to hear from you at hr@rabbies.com.

Our journey continues, and we’re dedicated to continuous improvement every step of the way.