Gender Pay
Gap Report
Reporting on the pay of men and women across the organisation.
Snapshot date · 5 April 2025
Leadership foreword
A fair, inclusive and supportive workplace.
At Carsa, we are committed to creating a fair, inclusive and supportive workplace where everyone has the opportunity to succeed. This report helps us understand the current position of men and women across our organisation and highlights where we need to continue focusing our efforts.
While our figures reflect the structure of our workforce at the snapshot date, we remain committed to improving representation, supporting progression and ensuring our processes are fair and transparent. We will continue to review our data, listen to colleagues and take practical steps that help build a more balanced organisation over time.
Executive summary
What the figures show.
Carsa's data shows a mean hourly gender pay gap of 10.8% and a median hourly gender pay gap of 6.7%, indicating that, on average, men's hourly pay is higher than women's across the organisation.
The bonus figures show a mean bonus gap of −6.8% and a median bonus gap of −93.8%, reflecting higher average and median bonus values for women among those receiving bonus pay. The pay quartile data shows that men make up the majority of employees in all quartiles, with women most under-represented in the upper and upper middle quartiles.
Taken together, these results suggest that the overall hourly pay gap is likely to be influenced primarily by workforce composition and the distribution of men and women across roles and pay levels.
Headline figures
The reportable numbers.
The four gender pay gap figures plus bonus participation rates required by UK reporting regulations.
Pay quartiles
Distribution across the workforce.
The quartile analysis shows the proportion of men and women in each pay band when the workforce is divided into four equal groups from lowest to highest hourly pay. Men represent the majority in every quartile, with women accounting for between 18.0% and 26.0% of employees.
Hourly pay detail
Average hourly pay, side by side.
Mean and median hourly pay for men and women, with the resulting gender pay gap expressed as a percentage.
| Hourly pay | Men | Women | Gap |
|---|---|---|---|
| Mean average pay | £15.42 | £13.76 | 10.8% |
| Median average pay | £16.02 | £14.95 | 6.7% |
Bonus pay detail
Bonus participation and values.
Headcount in scope, the number and proportion of men and women receiving a bonus, plus the mean and median bonus values.
| Bonus | Men | Women | Gap |
|---|---|---|---|
| Headcount | 201 | 59 | — |
| Receiving a bonus | 143 | 31 | — |
| % receiving a bonus | 71.1% | 52.5% | — |
| Mean bonus | £5,309.42 | £5,669.85 | −6.8% |
| Median bonus | £2,090.00 | £4,049.75 | −93.8% |
Understanding the results
What these figures mean.
The gender pay gap is a measure of average earnings across the whole workforce. It does not mean that men and women are paid differently for doing the same job. Carsa's figures indicate that the overall hourly pay gap is likely to be influenced by the distribution of men and women across the organisation, particularly where men are more heavily represented in higher-paid roles and women remain under-represented across all pay quartiles. This type of pattern is commonly associated with the car industry.
The bonus results show that a higher proportion of men received a bonus than women, while the average and median bonus values for women receiving bonus pay were higher than for men. This suggests that bonus outcomes may be affected by the mix of roles, eligibility, timing and the relatively smaller number of women receiving bonuses.
As with all gender pay gap reporting, the figures provide a snapshot of one point in time and should be considered alongside wider workforce trends and representation data.
Actions & next steps
What we're doing about it.
Four commitments to help build greater gender balance and opportunity across the organisation over time.
Continue to review recruitment, promotion and succession processes to improve gender balance across all levels of the organisation.
Monitor representation within higher-paid roles and identify opportunities to strengthen progression pathways for women.
Review bonus eligibility and award outcomes regularly to understand participation rates and ensure consistency and transparency.
Use workforce data to track progress over time and inform targeted actions that support greater gender balance and opportunity.
I confirm that the information contained in this Gender Pay Gap Report is accurate and has been prepared in accordance with the relevant reporting requirements based on the snapshot date of 5 April 2025.
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