Last updated 20.7.26
Our Gender and Diversity Pay Gap Report sets out our latest pay gap data and the actions we’re taking to reduce pay disparities across the RHS.
The gender pay gap measures the difference in average hourly pay between men and women across an organisation. It is different from equal pay, which relates to men and women receiving the same pay for carrying out the same or similar work.
We’ve reported our gender pay gap reporting since 2017. Our reporting includes all RHS workers, including full-time and part-time employees, casual workers and contractors.
The 2025 figures are based on a snapshot of employee data taken on 5 April 2025.
Gender Pay Gap Report 2025
Our 2025 results show continued improvement compared with last year.
Our mean gender pay gap has reduced to 12.02%, a reduction of 1.77 percentage points from 2024. Our median gender pay gap has also decreased from 6.27% in 2024 to 3.15% in 2025.
Women continue to make up the majority of our workforce, representing 65% of all employees.
Our gender pay gap is largely influenced by the distribution of men and women across different roles and levels within the organisation, with women more highly represented in lower-paid roles.
We remain confident that men and women receive equal pay for the same or similar work.
What we’re doing to address the pay gap
At the RHS, we’re committed to creating an inclusive workplace where everyone can thrive. We continue to focus on attracting, retaining and developing a diverse workforce, while creating opportunities for career progression across the organisation.
Our recent actions include:
- Continuing to promote careers in horticulture through our New Shoots initiative, helping to raise awareness of horticultural careers and attract talent from a broader range of backgrounds
- Introducing a mentoring scheme available to colleagues across the organisation, supporting development and career progression
- Strengthening inclusive leadership capability through our People Development Programmes, including the Growing Leaders’ Academy and Growing Managers’ Academy, with inclusion embedded throughout the employee lifecycle
- Launching our Pathway to Growth & Reward framework, providing greater clarity and consistency around career development, progression and pay across the organisation
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