Gender Pay Review 2025
| 2025 | 2024 | 2023 | 2022 | 2021 | 2020 | 2019 |
|---|
| Mean gender pay gap (hourly pay) | 25.63% | 28.71% | 26.79% | 33.41% | 31.54% | 33.41% | 34.06% |
| Median gender pay gap (hourly pay) | 35.41% | 34.33% | 32.29% | 36.81% | 37.13% | 47.39% | 42.65% |
| Mean bonus gender pay gap | 45.21% | 67.68% | 62.37% | 41.96% | 40.83% | 48.69% | 77.43% |
| Median bonus gender pay gap | 18.84% | 60.36% | 16.91% | 7.32% | 20.97% | 20.94% | 31.03% |
| Proportion of males & females receiving a bonus | Male: 4.41%
Female: 2.69% | Male: 2.03%
Female: 1.38% | Male: 35.83%
Female: 50.97% | Male: 44.93%
Female: 54.67% | Male: 65.11%
Female: 75.03% | Male: 70.83%
Female: 89.10% | Male: 37.55%
Female: 60.14% |
The proportion of males & females in each pay quartile
| Year | 2025 | 2025 | 2024 | 2024 | 2023 | 2023 | 2022 | 2022 | 2021 | 2021 | 2020 | 2020 | 2019 | 2019 |
|---|
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female |
| Upper Quartile | 23% | 77% | 23% | 77% | 22% | 78% | 23% | 77% | 24% | 76% | 28% | 72% | 28% | 72% |
| Upper Middle Quartile | 8% | 92% | 9% | 91% | 8% | 92% | 9% | 91% | 10% | 90% | 14% | 86% | 13% | 87% |
| Lower Middle Quartile | 7% | 93% | 8% | 92% | 8% | 92% | 6% | 94% | 5% | 95% | 4% | 96% | 5% | 95% |
| Lower Quartile | 13% | 87% | 11% | 89% | 12% | 88% | 11% | 89% | 12% | 88% | 10% | 90% | 8% | 92% |
At Vets Now, we are committed to creating a workplace where everyone is treated fairly and has equal opportunity to succeed. We remain confident that women and men receive equal pay for performing equivalent or comparable roles, and that gender does not influence the salary decisions we make.
We continue to focus on maintaining a consistent and transparent approach to pay across the business. When benchmarking roles against the external market and determining salary levels, the same principles are applied to all roles. Differences in pay may arise due to factors such as experience, qualifications, or the geographical location of our clinics, rather than gender.
Our gender pay gap is largely influenced by the overall composition of our workforce. Women represent 87% of our colleagues and are more strongly represented in junior or part-time roles. As a result, the data may indicate a wider gap, reflecting this distribution of roles across the organisation.
As previously, we continue to observe lower male representation within some of our lower-paid roles, including Animal Care Assistant, Receptionist, and Call Handler positions. However, we have seen a 2% increase in male representation in these roles compared with the previous year.
These roles account for 35% of our overall workforce. Within this group, 88% are female, compared to 90% last year, indicating a modest shift in gender balance.
When advertising roles externally, we aim to attract the widest possible talent pool. We use inclusive language and gender-balanced imagery, and we are transparent about salary ranges, advertising up to the maximum salary available depending on experience.
We have also promoted flexible working options, including targeted campaigns to support weekend working patterns.
We are proud to have strong female representation within our leadership, with women making up 73% of our Senior Leadership Team, and 83% of our Operating Board.
This year, we saw an increase in the proportion of both female and male colleagues receiving a bonus. This was driven by a 33% increase in participation in our “Refer a Friend” scheme, and the introduction of targeted talent initiatives, including retention bonuses to support the attraction and retention of candidates in hard-to-fill roles.
We remain committed to promoting fairness and equality across our business. Over the coming year we will continue to refine our salary benchmarking and reward frameworks with a view to driving further positive progress in reducing our gender pay gap.
Tricia Colville
Chief Executive
