Gender Pay Gap Report 2025
This report summarises our Gender Pay performance for our colleagues as of April 2024 and our continuing area of focus to improve the gender balance within the company.
Introduction
At Dexters we pride ourselves in the way we treat our colleagues. We are committed to cultivating a workplace where colleagues can thrive and build lifelong careers.
We invest significant amounts in coaching and developing our talented team through our extensive Dexters Academy programmes and as a result over 90% of our managers have been promoted from within, something of which we’re incredibly proud. We also strive to create a workplace that is vibrant, fun and fulfilling and that is equal, diverse and inclusive. Our success is due to our local teams across London who are passionate about consistently delivering excellent customer service.
In 2024 we have commenced a series of Female Leadership meetings to empower, inspire and develop our future female bosses.
We ensure equal and non-discriminatory pay for the same or similar roles by regularly benchmarking pay internally and externally. The same salary bands and grades apply to both men and women in administration and support roles. Many of our roles are fee-earning with variable pay consisting of base pay, commission and/or bonus. These are all gender neutral and transparent, therefore any pay discrepancies are due to difference in performance.
As part of our annual review of salaries we review all job categories for anomalies for roles of the same level and job content and adjust these if applicable.
Gender Pay Gap and our results
We are pleased to share that 52% of our roles are held by women, and in three of the four pay quartiles we employ more women than men.
We continue with our positive action strategy to pipeline more women at entry level as this is an acknowledged approach to help feed through more women to senior level positions, and through our efforts over the last five years, we have seen a uplift in our director roles held by women from 31% in 2024 to 37% in January 2025.
Our mean gender pay gap of 21.5% has decreased from 24.8% in 2023. Our median gender pay gap is 13.1% in 2024 down from 17.7% in 2023.
In the lower quartile we have a higher proportion of women in administration roles with fixed working arrangements and salaries, and at the more senior level we have more men in senior fee earning roles at board director and MD level. We are taking positive action to address this imbalance however our principle remains that we promote on merit.
We are pleased to report that looking at average pay in four quartiles, in three out of the four quartiles there is no or minimal pay gap.
In addition, our investment in recruiting, promoting and retaining women colleagues over the past three to four years has resulted in a change in the number of women colleagues in the upper quartile and a positive shift in the upper quartile mean pay gap from 22.1% in April 2017 to 11.9% in April 2024.