On the road since 1993

Gender Pay Gap Report

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 are 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 2024.

What Can We Learn from the Gender Pay Gap?

The gender pay gap highlights differences in average earnings between men and women across our organisation. 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 2024 figures tell us?

  • Mean gender pay gap in hourly pay: -6.61%
  • Median gender pay gap in hourly pay: 0.00%
  • Mean and median bonus gender pay gap: N/A
  • Proportion of employees receiving a bonus: N/A

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 overall negative mean gender pay gap (-6.61%) suggests that, on average, women earn slightly more per hour than men in our organisation. At the same time, the median gender pay gap is 0.00%, which indicates that at the very middle of our pay structure, men and women are earning the same.

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

  • Lower Quartile: 22.22% Female, 77.78% Male
  • Lower Middle Quartile: 30.14% Female, 69.86% Male
  • Upper Middle Quartile: 27.40% Female, 72.60% Male
  • Upper Quartile: 41.10% Female, 58.90% Male

Our figures show strong female representation in the upper quartiles which reflects the female in leadership roles. Our commitment to flexible working, structured return-to-work policies from maternity leave, and career development opportunities—including strong internal promotion pathways—has played a significant role in our negative gender pay gap figure.

Our family friendly policies, such as flexible working policies, have contributed to more women progressing into higher-paying roles. In 2024, we introduced our Breastfeeding Policy, which supports new mothers balance work and personal responsibilities following their return from maternity leave

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’re proud of our progress, but 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:

Growth and Development

We want to make sure that career advancement is accessible to our employees. In 2024, we introduced an internal mobility policy to support growth within Rabbie’s.

Work-Life Balance

Can we do more to support flexible working arrangements? We think so. We’ll continue refining policies to help employees manage their professional and personal lives in ways that work best for them.

Checking Ourselves

Regular pay and promotion reviews keep us accountable. Are we making fair and consistent decisions? Are we catching and correcting any unintended biases? These are the questions we will continue to ask.

Diversifying Leadership

Women are better represented in the upper pay quartile, but how can we support even more female leaders? We’re investing in leadership training for our junior managers, providing valuable development opportunities for career progression.

Listening More

We encourage open conversations and feedback to ensure our workplace is genuinely inclusive. Continuing to implement frequent employee surveys allows us to gather this feedback.

In 2025, we plan to introduce initiatives to support employees experiencing perimenopause, menopause and post-menopause. The efforts aim to foster a more inclusive workplace and enhance the retention of women in leadership, ensuring they have the resources and support needed to thrive in their careers.

We remain committed to making Rabbie’s a place where everyone, regardless of gender, has the opportunity to succeed.

If you have any thoughts, ideas, or questions, we’d love to hear from you. Please reach out to hr@rabbies.com

Let's keep the conversation going!

Hazel Rickett

CEO