Closing the Gender Pay Gap: our progress in 2025

Our UK Gender Pay Gap Report for 2025 demonstrates our continued determination to foster a fair and inclusive workplace in which everyone feels supported and valued. We recognise that women often face key life stages that can interrupt or reshape their careers, including childbirth, caring responsibilities, and the impact of menopause, and we are focused on ensuring that they have equal opportunity to thrive throughout these stages.

We recognise there is still much work to do but we are encouraged by the steps we are taking to turn our commitment into meaningful change.

Our 2025 report notes that:

• Female representation has increased at some levels of our UK business, demonstrating a gradual movement toward a more balanced workforce.
• Our mean hourly pay gap reduced by 1.9 percentage points to 24.6%, with women on average earning 75.4p for every £1 earned by men.
• Our median hourly pay gap (which compares the pay of the ‘middle’ male and female on the salary scale) has remained steady at 30.6%, with the median female salary sitting at 69.4p for every £1 of the median male salary. This is reflective of the increasing proportion of women amongst our early careers employees - a positive demographic change. However, we also acknowledge that the proportion of women in our top pay quartile has decreased. This relates to a specific change to our business during the reporting period which increased the number of men in senior roles, and we are committed to continuing to improve female representation at this level moving forward.

Creating lasting change takes time, and requires developing a culture that supports the experiences women face throughout their careers. Our current and upcoming measures to drive improvements include long-term talent, leadership and mentoring initiatives; building communities to support women and colleagues experiencing menopause; refining our recruitment practices and introducing STEM returners pathways; and enhancing our family friendly benefits and policies.

As our existing initiatives mature, and new ones are implemented, we look forward to seeing their effect reflected in positive movement in our gender pay gap figures and in the experiences of our female colleagues across all levels at Haskoning.