2025 UK Gender and Ethnicity Pay Gap Reports

As we continue building a more inclusive and equitable workplace, we’re pleased to share our 2025 UK Gender Pay Gap and Ethnicity Pay Gap reports.

Inclusion sits at the core of how we work at Baringa. These reports highlight the progress we’re making, while also underlining our continued focus on creating meaningful, lasting change.

Positive progress in FY25  

The reports show a continued positive trend. We've seen strong talent progression into senior roles, playing a key role in reducing our pay gaps and ensuring career development opportunities are equitable for all. We know there’s more to do—and we’re energised by the journey ahead. As we continue to grow, we won’t stand still; we’re committed to building a more inclusive, diverse future for our people.

Our achievements this year 

• Gender Pay Gap: For the fourth year in a row our mean and median gender pay gaps have decreased, driven mainly by a rise of female representation in senior roles. At 12-13% mean and median gaps we are in the top quartile of the sector average of 12-18%, and in line with and slightly above the UK average of 11-12%. This is a fantastic result.
• Ethnicity Pay Gap: We’re also seeing positive trends with our ethnicity pay gap. Ethnically diverse representation continues to grow, particularly in senior roles, helping to narrow the pay gaps across ethnic groups. Asian, Other Ethnic Diversity, and Total Ethnic Diversity (8.7% & 6%) either reduced pay gaps or are making positive progress.
• Ethnicity Pay Gap: Our Black pay gap remains high and has increased this year. We have however increased our black representation within UK non-partners to 5% (+1%), particularly within junior roles. Due to our Black representation sitting mainly within these junior levels the pay gap increases. We intend to recruit and develop talent holistically, and as this talent progresses into senior roles we would expect to see a reduction in the mean and median pay gaps. We continue to remain focused on our black recruitment and retention.

Looking ahead, we will...  

• Increase disclosure rates of equal opportunities data to ensure we are driving greater transparency and accountability in our reporting
• Standardise and mobilise our new women’s leadership programme, Rise
• Reaffirm our commitment to gender and ethnic diversity, as we shape and launch our new Global DEI strategy
• Implement the actions off the back of our Inclusive-Recruitment review, ensuring we are leading true best practice approach to how we bring in new talent, and report on it.
• Run the third iteration of Thrive As You Are leadership programme, for our Black, Asian, and Other Ethnically Diverse Managers and Senior Managers.

Creating lasting change takes time and developing our people takes commitment. This photo of our women Partners, taken at the March 2026 Partner Shareholder Day, reminds us that it’s possible and important: