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. We always want to understand more, about our people, our culture, and how we can build a workplace where everyone thrives. Every employee plays a crucial role in shaping our future, and we’re committed to ensuring that everyone is valued and fairly rewarded. Transparency drives progress, and that’s why we’re excited to share our latest gender pay gap report for 2025.

What Can We Learn from the Gender Pay Gap?

The gender pay gap highlights differences in average earnings between men and women across Rabbie’s. It doesn’t mean that men and women are being paid differently for the same job, but rather, it reveals patterns in representation at different pay levels.

So, what do our 2025 figures tell us?

Mean gender pay gap in hourly pay: -1.14%
Median gender pay gap in hourly pay: -0.91%
Mean and median bonus gender pay gap: Mean – 100% and Median: 100%
Proportion of employees receiving a bonus: Male – 2.42%. Female - 0%.

What Our Numbers Tell Us

At Rabbie’s, we believe Every Story Matters, big, small, and yet to be told. Our gender pay gap data helps us uncover these stories and champion diversity across Rabbie’s.
Our 2025 gender pay gap results show that both mean and median hourly pay for women is slightly higher than for men. The mean gender pay gap is –1.14% and the median gender pay gap is –0.91%. This reflects the pay of women currently employed within the organisation rather than overall representation.

But what about representation across pay quartiles? Let’s take a look:

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

Despite women having slightly higher average hourly rate, our pay quartile distribution shows that men are over-represented across all pay quartiles, particularly in the middle and upper-middle bands. In the upper quartile (the highest-paid roles), 34.85% of employees are women and 65.15% are men. Female representation decreases further in the upper-middle quartile and the lower middle quartile. The highest proportion of women is found in the lower quartile, where they represent 40.30% of employees.

Our data shows that although women make up a smaller proportion of our overall workforce, our female staff tend to be in roles with slightly higher hourly rates than the median male employee. In 2025, we have 2 female board members, one of those being our CEO. Their senior roles and corresponding salaries positively influence the average and median hourly pay for women. At the same time, a significant proportion of our workforce is made up of operational driving roles, which in our organisation tend to be predominantly male. These roles naturally sit within the lower and middle parts of our pay distribution. This combined with the presence of senior female leaders, help to explain why women's average hourly pay is slightly higher than men's, even though women are under-represented across all quartiles.

Last year, our reported pay gap was –6.67%. This year it is –1.14%. This shift is largely due to improvements in the way we capture and report our gender pay data. Over the past year, we have introduced better reporting tools and more consistent methods for recording hourly pay, which means this year’s figures provide a more accurate and representative view of our workforce. The results continue to reflect our senior female leaders and our predominantly male operational driving roles, which together shape our overall gender pay gap profile.

In 2025, Rabbie’s did not operate any performance-related or discretionary bonus schemes. The only bonus payment made during this period was our long-standing Length of Service Award, where employees receive a £250 (after-tax) payment upon reaching 10 years of continuous service. Because this award is based solely on tenure and not performance, seniority or role, bonus eligibility depends entire on whether an employee reached their 10-year service milestone during the reporting year. As a result, differences in our bonus pay gap simply reflect the gender composition of the small group of employees who reached this milestone, rather than any structural difference in how men and women are rewarded at Rabbie’s.

Given the small number of employees eligible for the award in 2025, even one or two payments can create large percentage shifts. These figures should therefore be viewed in context, as they do not represent an organisational bonus scheme or any difference in opportunity between genders.

Looking Ahead, How Can We Improve?

Our commitment to gender equity goes beyond numbers. We believe in making a meaningful impact, both within our company and in the communities we serve. By reflecting on our data, actively working towards improvement, and holding ourselves accountable, we ensure that we leave a positive trace wherever we go.

We know there’s always more to explore. True gender equity isn’t just a box to check, it’s an ongoing journey of learning, adjusting, and improving. There is no end of the road for us, we are always looking for ways to improve.

Our focus areas include:

Enhanced Maternity Policy – exploring options to strengthen our offer through enhanced maternity pay.
Gender Audit – partnering with an external organisation to review our recruitment processes, including job applications and candidate data, to ensure fairness and remove potential bias.
Menopause Support – appointing a Menopause Champion and providing menopause awareness training for managers to foster understanding and practical support.
Flexible Working – continuing to develop flexible working arrangements that enable a better balance between work and personal responsibilities for all employees.
Compliance Training – expanding development opportunities that build awareness, understanding, and capability to ensure a safe and fair workplace for everyone, including DEI and Sexual Harassment Awareness.