The Gender Pay Gap Report 2022
In 2022, Gousto helped millions of households serve up delicious dinners, whilst also navigating multiple industry and macroeconomic challenges, including Brexit and the cost of living crisis.
At the same time, we’ve been pursuing our ongoing commitment to build a culture of inclusivity, supercharged by growth. There’s so much progress to be made, but we’re proud to have closed the gender pay gap for the fourth year in a row in 2022.
Gousto’s mean gender pay gap has decreased by 68ppt since 2019 to 10.8%, significant progress, but also one chapter in a long journey towards no pay gap existing at all.
We’re now focused on how we can continue to make improvements and grow responsibly in the years to come.
What is the gender pay gap?
This is the average difference between pay for men and women, regardless of their roles and seniority. It is different to equal pay, which ensures men and women employed in the same roles receive equal remuneration.
Is Gousto’s gender pay gap improving?
Gousto’s 2022 mean gender pay gap was 10.8%, which is down from 18.4% in 2021 – a 41% decrease in a single year.. This is not only a significant improvement, but also much less than the average 16% gender pay gap across B Corps. B Corp businesses are committed to seeking a more equitable economy that works for all and we’re proud to be at the forefront of positive change.
How have we achieved it?
At Gousto, we aim to ‘empower our talent to do the best work of their lives’, which includes striving to achieve gender balance across all roles. We’re executing our plan to amplify our inclusive culture and dismantle systemic workplace issues for women by strategically integrating ID&B across our entire talent ecosystem.
What we’ve done so far…
- Reviewed job adverts to ensure no gender bias language exists, ensuring accessibility and inclusivity
- Introduced more females to the board and C suite, taking us closer to our ambition of having 50: 50 split across both (spoiler alert – we’ve achieved this in 2023!)
- Focused on women’s health by signing up to Jo’s Cervical Cancer trust pledge “Time to Test”. This ensures all women have time-off to access cervical screening and other health appointments, as well as consulting our workforce on introducing female centric policies around menopause, fertility and baby loss.
- Established our Women in Tech community, consisting of 20 members, to provide an open network for our Tech colleagues to support, champion, connect and inspire progression of women. They have hosted multiple speaker events, blogs, whilst also supporting changes in Tech team processes.
- Established a permanent hybrid approach that provides flexibility, for working hours and location.
In 2023 we plan to:
- Empower our Women in Tech community to own the narrative; educating and providing a critical view point in our business.
- Grow our women’s community beyond Technology and to continue to embed and amplify our Women’s Community Networks
- Provide a greater level of support for menopausal and perimenopausal women
- Launch training which introduces new perspectives and removes bias and barriers for women. Supported by expanding female-centric awareness days in our inclusion calendar.
- Deliver projects that provide greater foundations to support equality – namely introducing levelling and banding.
NB: Reporting on the gender pay gap is a legal requirement. However, we would like to make note that not everyone identifies as their legal gender status. We wholeheartedly embrace and support our non-binary colleagues and customers. We hope that with continued positive change, there will be better representation for all groups.
Gender pay gap
|Mean Gap %||10.8%|
Gender bonus gap
|Mean gender bonus pay gap||18.4%|
|Median gender bonus pay gap||7.7%|
Proportion of employees receiving 2022 bonus
|Females receiving a bonus payment||3.3%|
|Males receiving a bonus payment||2.3%|
Pay quartiles (proportion of males and females in each pay quartile)
|Quartile||1st (highest)||2nd||3rd||4th (lowest)|