01 Apr
Gender Pay Gap Report 2025
Celebrating fairness, inclusion and women’s leadership at Drive
At Drive, people are at the heart of everything we do. We are proud of our strong, values‑led culture and our commitment to ensuring that everyone is treated fairly, supported to grow, and paid appropriately for the work they do.
What is the Gender Pay Gap?
The Gender Pay Gap compares the average pay of women and men across the whole organisation.
It does not compare people in the same jobs. Drive’s pay for like‑for‑like roles is equal. This is protected by our job evaluation (benchmarking) system, transparent salary structures, and our commitment to fairness.
Our Workforce at Drive
Women continue to make up the majority of our workforce (76.84%); something that is typical in the social care sector.
Women are strongly represented at every level, including specialist and leadership roles. And importantly, Drive continues to be led by an all‑women Senior Leadership Team, who model ambition, compassion, courage, and empowerment.
2025 Gender Pay Gap Results
- Mean Gender Pay Gap (average pay): -0.74%
- Median Gender Pay Gap (middle pay point): 0%
A negative percentage means women, on average, earn very slightly more per hour than men.
This does not indicate pay inequality; instead it reflects the structure of our workforce, with women represented in large numbers across all functions and grades.
Women are consistently represented in all pay quartiles.
| Row Labels | Women | Men |
| Lower Quartile | 76.69% | 23.31% |
| Lower Middle Quartile | 77.30% | 22.70% |
| Upper Middle Quartile | 74.85% | 25.15% |
| Top Quartile | 78.53% | 21.47% |
| Grand Total | 76.84% | 23.16% |
This shows that women are not only the majority in the organisation overall, they also hold a substantial proportion of the more senior and specialist roles.
Our Ongoing Commitment
While our 2025 results are positive, we know there is always more to do. We remain committed to:
- Regularly reviewing workforce data and trends
- Listening to staff about their experiences and opportunities
- Ensuring our policies reflect best practice in equality, diversity and inclusion
- Investing in colleague development at all stages of their career
- Maintaining a culture where everyone can thrive
We are proud of the progress reflected in this year’s results and will continue to work towards a workplace where every colleague feels valued, supported, and empowered.
Celebrating fairness, inclusion and women’s leadership at Drive
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