Gousto’s 2025 Gender Pay Gap

Big news: Our 2025 Gender Pay Gap report shows our median gap has hit -2.01%. This is a huge win, marking the first time the middle female earner at Gousto is paid more than the middle male earner. The Government and ONS see the median as the truest reflection of a company’s pay health, so this milestone is a massive step in the right direction.

Gousto’s 2025 Gender Pay Gap

Our vision at Gousto is to empower our talent to do the best work of their lives. A big part of that means building a workplace where everyone — regardless of gender — has an equal shot at success. We’re continuing to make progress, but we know there’s always more to do.

Today, we’re sharing our 2025 gender pay gap report. As with previous years, we want to be transparent about where we are, what’s driving the numbers, and what we’re doing about it.

Cooking is all about the perfect balance, and in the world of data, the Median is the ultimate balancer. Unlike the “Mean” (the mathematical average), the Median isn’t easily swayed by outliers at the top or bottom. It’s the standard used by the ONS because it captures the reality for the majority of our team. By keeping our eyes on the median, we can make sure our commitment to a fairer economy is staying on track.

What is the gender pay gap?

The gender pay gap is the median difference between hourly pay for men and women across an entire organisation, regardless of their roles or seniority. It’s not the same as equal pay, which is about making sure men and women in the same or equivalent roles are paid the same, which is a legal requirement.

What was Gousto’s gender pay gap in 2025?

If you look at one number today, make it this one: our median gender pay gap has moved to -2.01%. As previously mentioned, the UK government and the ONS consider the median the truest reflection of a company’s pay gap, and for the first time ever, the middle female earner at Gousto is earning slightly more than the middle male earner. It’s a massive milestone in our mission to keep things fair.

Our mean (average) gap is 16.01%, largely due to the quirk of our 2025 bonuses being paid in April. If we take those bonuses out of the equation to see the real year-on-year change, the gap is in fact 13.89%, just a 3.47% rise. This is because we had fewer people working in our fulfilment centres this year compared to last, which shifted the overall mix of our team.

What are we doing about it?

Closing the gap isn’t something that happens overnight. Over the past year, we’ve continued our efforts to embed inclusion across how we hire, develop and support our people:

• Inclusive recruitment

Continued reviewing job adverts to remove gender-biased language.

• Menopause and perimenopause support

Expanded support and created spaces for open dialogue around women’s health at work.

• Family-first policies

Introduced full pay for employees with premature babies to ease financial pressure during what’s already a difficult time.

• Flexible working

Continued to offer hybrid-working flexibility in both hours and location.

• Leadership and culture

Delivered Psychological Safety training to our top 50 senior leaders, and continued to monitor internal processes (promotions, performance reviews, etc) for gender balance.

Working towards a fairer future

We’re in the business of making things better, and that starts right here at Gousto HQ. Reaching a negative median gap is a huge step forward, but we won’t stop until there’s no gap at all. True equity is the goal, and the bonus and mean gap data show us exactly where we need to focus our energy next. We’ll keep sharing our progress as we work towards total balance across every level of the business.

A note on gender identity

Reporting on legal gender status is a regulatory requirement, but we recognise that not everyone identifies within the gender binary. We wholeheartedly support our non-binary colleagues and customers, and we remain committed to better representation for all groups.

Gousto’s 2025 Gender Pay Gap

Bonus gap

When it comes to bonuses, the median is the most important number to look at is 14.33%. That’s our median bonus gap, and it represents a fantastic improvement since last year (24.43%). You might see a different, higher figure in our official report (41.68%), but there’s a positive reason for that: a record number of our female leaders chose to ‘salary sacrifice’ their bonuses into their pensions this year. Because government reports only look at take-home pay after those choices are made, it skews the official percentage. But the real story? We’re headed in the right direction, and the gap is closing.

(No salary sacrifice was available in 2024)

Gender split of bonus payments

Pay quartiles: who’s where?

We track the representation of men and women across four equal pay bands every year — it’s one of the most useful ways to see whether progress at the top is actually happening. With no significant change in these stats since the previous year, we’re proud to have kept this stable.