Gender Pay Gap Report 2025

At Go-Ahead, we’re committed to creating an engaged, diverse, and inclusive workplace where people are empowered to deliver. With over 20,000 employees, we connect communities through essential bus and rail services but women currently make up just 14% of our workforce.

Through initiatives like Go-Ahead Women, launched in 2024, we aim to attract more women to the transportation industry. As we move into 2026, we continue to ensure our policies, recruitment, and reward frameworks are free from bias, striving to be a workplace of choice for all diverse talent.

We remain committed to being an employer of choice for diverse talent, with a particular focus on supporting and advancing women in our workforce.

The gender pay gap measures the difference in average hourly earnings between men and women.

To read our full Go Ahead Group gender pay gap report click here

The Gender Pay Gap Explained 

The Gender Pay Gap is the difference in average hourly earnings between men and women. It reflects the distribution of men and women across roles and pay levels. It does not necessarily indicate unequal pay for the same role. A gender pay gap can exist even where men and women are paid equally for the same or similar roles. It is expressed as a percentage of men’s earnings. A positive percentage works in favour of men; a negative percentage works in favour of women; and zero indicates no gap. 

Median Pay Gap 

When all men and women are ranked separately by hourly pay, the median compares the pay of the man and the woman in the middle of the rank. LOWEST PAID HIGHEST PAID It is based on the midpoint and is less influenced by pay at either end of the scale. It is often considered a clear reflection of typical pay. 

Mean Pay Gap 

The average hourly pay. It is calculated by adding together all hourly pay rates for men and women separately, and then comparing the averages. This measure is more sensitive to variations on pay. It can highlight differences in gender representation in senior, higher-paid roles. 

Pay Quartiles

The workforce is split into four equal-sized groups based on hourly pay, ranked from highest to lowest. The proportion of men and women in each pay quartile helps to understand the pay gap by showing how men and women are represented at different pay levels.

Receiving Bonus 

The proportion of men and women who received bonus pay in the relevant period for reporting. Differences can reflect eligibility criteria and job levels. The Difference to Equal Pay Equal pay relates to men and women earnings for the same or equivalent job.

The Difference to Equal Pay

Equal pay relates to men and women earnings for the same or equivalent job. The Gender Pay Gap reporting does not measure equal pay. It measures the differences on mean and median pay regardless of the role.

Reporting Compliance 

The UK government statutory methodology to calculate the Gender Pay Gap has been used for this report. As defined by the UK methodology for the calculation, all figures in this report are based on the workforce as of 5th April 2025.

East Yorkshire Motor Services

To read our full Go Ahead Group gender pay gap report click here