At Trustmarque, creating a fair, inclusive and equitable workplace is fundamental to who we are and how we operate. Our 2025 Gender Pay Gap Report forms an important part of that commitment, providing transparency on where we are today and clarity on where we must continue to improve.
Publishing our gender pay gap data is not just a regulatory requirement, it is a deliberate choice to hold ourselves accountable, to share progress openly, and to drive meaningful change across our organisation.
The gender pay gap measures the difference in average earnings between men and women across an organisation, regardless of role or seniority. It is different from equal pay, which ensures men and women are paid the same for doing the same or equivalent work.
Like many organisations operating in the technology sector, Trustmarque’s gender pay gap is influenced by broader industry challenges, including the underrepresentation of women in senior and technical roles. Understanding this context is critical to addressing the root causes of the gap rather than simply reporting the numbers.
Our 2025 report builds on the progress we have made in recent years, reflecting sustained focus on improving gender representation, particularly at senior levels, and ensuring fair reward across our workforce. Previous reporting highlighted tangible improvements driven by targeted action, transparent pay review processes and a strong commitment to inclusive leadership.
However, progress does not mean completion. While we are encouraged by the direction of travel, the data also reinforces that there is more to do and that long‑term, sustainable change requires continued focus and investment.
Reducing the gender pay gap is not achieved through a single initiative. It requires consistent, joined‑up action across the entire employee lifecycle. At Trustmarque, our approach is centred on:
These actions are designed not only to reduce the gender pay gap, but to create a workplace where opportunity is genuinely accessible to all.
We recognise that inclusion extends beyond pay alone. Policies and practices that support colleagues through different life stages, including family, health and wellbeing, play a vital role in retention, progression and long‑term career success.
Our ongoing focus on wellbeing, flexible working and inclusive people policies reflects our belief that a supportive environment enables individuals to perform at their best, regardless of gender.
Sharing our gender pay gap data openly allows us to track progress year on year and to be honest about the challenges that remain. Transparency builds trust, with our colleagues, our customers and our wider community, and reinforces our commitment to continuous improvement.
We believe that meaningful progress comes from understanding the data, listening to lived experiences, and taking informed action as a result.
Our 2025 Gender Pay Gap Report is not an endpoint. It is a marker on a longer journey towards greater equity and representation across Trustmarque and the wider technology sector.
We are fully committed to accelerating meaningful change and continuing our journey towards greater equality, as we bring together Trustmarque and Ultima.
👉 Read the full 2025 Gender Pay Gap Report to explore our data, insights and commitments in more detail.