Gender pay gap report 2025
Our commitment to gender diversity
The gender pay gap shows the difference in average earnings between men and women across our organisation. It is not the same as equal pay, which is about men and women being paid the same for doing the same or equivalent work. A gender pay gap can be influenced by a range of factors, including the types of roles people do, working patterns such as part-time work, and career breaks. In our case, it is mainly driven by a higher proportion of men in senior roles.
As of 5 April 2025, our combined Group mean gender pay gap stands at 19.50% compared with 18.66% in 2024. This slight increase partly reflects the acquisitions we completed in 2024, but our focus on attracting, developing and retaining women is unchanged. You can find out more about the specific actions we’re taking in our latest report.
Our 2025 Gender pay gap report is based on data as of 5 April 2025. By law, we’re only required to report the statutory data for Nucleus Group Services Ltd on the Government website, but this report covers the combined Group figures, including colleagues from Dunstan Thomas and Third Financial, to give the most accurate picture of our workforce and the progress we’re making as a business.
Our gender pay gap
Our gender pay gap is driven by the underrepresentation of women in senior roles - not by unequal pay for equal work. Men and women are paid fairly for the roles they perform.
previous year.
of men.
Closing the gap
Here are just some of the things we’ve been doing to support greater gender diversity and close the gender pay gap:
Advancing equal pay
We review salaries annually to ensure consistency across roles of the same type and level, with gender as a key factor. This year, the pay gap reduced in all four quartiles. Our overall gender split across the Group stands at 49% women and 51% men.
Empowering women in leadership
As part of our Women in Finance Charter commitment, we set a target of at least 40% women in senior leadership roles. At the 2025 snapshot date, we met it - reaching 40% representation at senior levels.
Inclusive recruitment
This year we’re introducing gender-neutral job adverts, gender-balanced candidate shortlists, and LinkedIn benchmarking to measure shortlists against the available talent pool. Our new Applicant Tracking System, launched in Q4 2025, includes an inclusion module giving hiring managers realtime data to support fair, consistent decisions.
Leadership development
In 2024, we launched Grow Lead Succeed - a programme covering team wellbeing, high performance, employee relations and recruitment. 100 leaders attended across two cohorts, 53% of them women. In H2, we extended it to aspiring leaders, with 29 people taking part.
Women at Nucleus network
Launched in 2023, this community raises the profile of women across the organisation, with networking and discussion events held throughout the year.
Investing in our communities
Through the Nucleus Foundation's partnership with the Verve Foundation, we're funding 40 women to gain financial advice qualifications, including three of our own employees. This creates pathways for more women to enter and progress in the financial sector.
Explore the full report
The government requires disclosure of four statistics:
- Mean and median gender pay gap
- Mean and median bonus gap
- The proportion of women and men receiving a bonus
- The proportion of women and men by quartile pay band
