Gousto’s 2024 Gender Pay Gap

Last Updated on 1st April 2025 by Urmila

Gousto’s 2024 Gender Pay Gap

At Gousto, we strive to create an environment where our people can do their best work of their lives. Closing the gender pay gap is a crucial part of that commitment. We’re pleased to report a significant improvement in Gousto’s gender pay gap in 2024 of 1.04%, down from 4.7% in 2023. This progress is especially meaningful given that the previous years’ gender pay gap was already well below the national average of 7%.

What is the gender pay gap?
This is the median 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.

The 2024 gender pay gap reports on the time period from April 2023 – April 2024.

Gousto’s Gender Pay Gap
Our 2024 gender pay gap has improved by 78% year-on-year (YoY), driven primarily by efforts to increase the representation of women in the highest pay quartile. Additionally, changes in the composition of our fulfilment sites contributed to this improvement.

The number of female employees in the highest pay quartile increased from 37% to 45% YoY. We actively hired, promoted and rewarded more women last year than previously, whilst also doubling down on equity through our pay review processes. With 45% of highest earners at Gousto being women, we are strides ahead of big tech companies like Amazon and Google (34% and 27% of women in the top pay quartiles respectively).

While we’re proud of this progress, we recognise there is still work to do to achieve our goal to have no gap at all. We’ve been consistently improving the gender pay gap at Gousto YoY since 2020 thanks to a strategic plan to to amplify our inclusive culture and dismantle systemic workplace issues for women.

Some of these key initiatives from 2024 include:

• Providing a greater level of support for menopausal and perimenopausal women and creating dialogue and support for other women’s issues such as periods at work.
• Promoting policies supporting those undergoing fertility, those affected by baby loss and those with menopausal and perimenopausal symptoms.
• Collating equality data on our workforce so that we can best understand, focus and measure becoming a truly inclusive workplace.

Whilst we strengthen these policies and initiatives this year, we’re also focusing on the below initiatives which will help us achieve even greater gender equity at Gousto:

• Inclusive Leadership development with Gousto’s top 50 leaders.
• Executing our Inclusion strategy, which focuses on being a truly inclusive workplace and promotes diversity.
• Launching levelling and banding of roles at Gousto to provide greater foundations to support equality.
• Creating a robust framework to better support returning mothers.
• Expanding female-centric awareness days in our inclusion calendar to educate and celebrate female issues and experiences.
• Continue to measure the impact of our inclusion work so we can ensure we are serving our female population.

Having to report on gender 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

	2024
Mean Gap %	10.42%
Median Gap%	1.04%

Gender bonus gap

Mean gender bonus pay gap	24.76%
Median gender bonus pay gap	24.43%

Proportion of employees receiving 2024 bonus

Females receiving a bonus payment	4.78%
Males receiving a bonus payment	4.15%

Pay quartiles (proportion of males and females in each pay quartile)

	2024
Quartile	1st (highest)	2nd	3rd	4th (lowest)
Male	55%	57%	52%	63%
Female	45%	43%	48%	37%