• Women’s hourly rate is 13% lower (mean) and 6.6% lower (median)

• Top salary quartile has 81.5% men and 18.5% women

• Upper middle salary quartile has 75.8% men and 24.2% women

• Lower middle salary quartile has 57.6% men and 42.4% women

• Lower salary quartile has 77.3% men and 22.7% women

• Women’s bonus pay is 37.2% lower and 7.5% higher (median)

• 82.9% of men and 75.3% of women receive bonus pay

As a business, we are fully committed to making the improvements needed to achieve greater equality, and we are pleased to report positive progress across several areas of the gender pay gap in 2025.

Our overall gender pay gap has reduced significantly, falling by 38% from 21% to 13%. Across the pay quartiles, female representation has increased in all areas except the upper middle quartile. The most notable improvement is in the lower middle quartile, where representation has risen from 25.8% to 42.4% in 2025.

We have also seen meaningful progress in bonus pay. Women who receive a bonus now earn 7.5% more on average (median) than men. This marks a substantial improvement compared to 2024, when women earned 18.8% less on average.

We remain committed to attracting the best talent regardless of gender. This is supported by inclusive, non-biased recruitment practices and ongoing initiatives to better support women in the workplace. Over the past 24 months, we have seen a significant increase in women in management roles, driven in part by the development of our internal talent alongside the introduction of flexible working and enhanced maternity pay.

Through robust internal pay processes, we are confident that pay is applied consistently and fairly across all roles, irrespective of gender.

While progress has been made, we recognise there is more to do, and whilst we are ahead of our automotive retail peers in terms of the number of women we employ (27%) and those in leadership (42%) we will continue to invest in initiatives that support overall equality.