UK Gender Pay Gap

As of April 5, 2022, we passed the threshold of 250 employees set by the UK government for gender pay gap reporting. This is our second year of gender pay gap reporting and we are pleased to report improvements made from 2022.

Our gender pay gap is primarily the result of having a larger overall proportion of men compared to women in senior technical and leadership positions. This is not uncommon in a Science, Technology, Engineering and Mathematics (STEM) company like ours, and whilst we’ve already taken steps to close the gap, we recognize that more needs to be done – both generally and specifically here at CDP – to attract, recruit, develop, promote, and retain women in STEM careers. 

Gender pay gap

This shows the difference between the hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees

Bonus gap

This shows the difference between the bonus pay paid to male full-pay relevant employees and that paid to female full-pay relevant employees

Bonus proportions

This shows the proportions of male and female relevant employees who were paid bonus pay

Quartile pay bands

This shows the proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands

What we’re doing about it

“Change will not come if we wait for some other person or some other time. We are the ones we’ve been waiting for. We are the ones that we seek.”

Barack Obama

We’re committed to ensuring fair and equal pay throughout our company and continuing to review and improve our policies and practices to reduce our gender pay gap. Here are some of the specific things we’re doing to achieve that.

Diversity, equity & inclusion

In 2023, we partnered with Sonya Barlow, an expert in inclusion, a careers coach, and an author, to enhance our efforts in shaping and delivering on our diversity, equity, and inclusion (DE&I) commitments. In addition, our DE&I Committee played an important role in increasing transparency for our leadership team regarding challenges, feedback, and what we need to do differently. They also continued to advocate for DE&I, influencing policy, facility improvements, awareness initiatives, and support for our Employee Owners (EOs).

We’re also pleased to have launched our new Enhanced Parental Leave policy in January 2024 to provide more support to EOs with parental responsibilities. This change is part of our ongoing commitment to support our EOs during pivotal life events and moments that matter, especially where additional financial support can make a big impact. In addition, we’re proud that these changes emphasize more equitable and inclusive options for our EOs.

Looking ahead to 2024, we will refresh our DE&I agenda to focus on key areas for awareness and improvement.

Early careers and STEM outreach

A key factor in addressing the gender pay gap is attracting, recruiting, developing, promoting, and retaining women in STEM (Science, Technology, Engineering and Mathematics) careers. At CDP, we’re dedicated to building and maintaining an inclusive workplace culture where we actively challenge and educate ourselves on unconscious biases and stereotypes.

As an employer in the STEM industry, we recognize the shortage of skilled professionals and want to contribute to expanding the talent pool. We’re committed to early career initiatives and outreach efforts aimed at encouraging and inspiring young people – especially underrepresented women – to explore STEM careers.

We also support our EOs in their endeavors to engage in STEM outreach and volunteering, offering paid time off for these activities.

Career, development & performance

In July 2023, we launched our new Career, Development & Performance framework, introducing training, guidelines, and toolkits to all CDP Coaches. This initiative is designed to drive a more consistent approach in supporting and enabling our EOs to thrive within CDP. We plan to fully integrate this framework throughout 2024.

In addition, as our business has expanded, we’ve recognized the need to evolve our organizational structure to better align our operations and more evenly distribute accountability and responsibility throughout CDP. This evolution included a thorough review and subsequent changes to our ‘coaching’ structure, which we successfully completed in January 2024.


In February 2024, we outlined a new salary and promotion review process. The revised approach involves more participants in the decision-making and enhances transparency of the process. We’re aware of the systemic bias in the STEM sector and we’re committed to addressing it, so we’ll also be conducting an Equitable Pay Review to identify any trends before making final decisions.

People policies and processes

We remain committed to reviewing our People policies and processes, including those related to recruitment, to ensure inclusivity at every step. We already ensure that all job openings are advertised internally, crafting all adverts with gender-neutral and inclusive language. Additionally, we take all requests for part-time working under serious consideration.

Flexible Working

We continue to adopt and promote flexible working practices, helping all our EOs to balance their career and personal commitments. Find out more about flexible working at CDP.

Look back at previous years