DOCUMENT – NOV 2025
1. Introduction
Forward Emphasis is committed to building a workplace that values fairness, equality, and transparency. We recognise that identifying, monitoring, and addressing gender-based disparities, particularly in pay and progression, is central to supporting a diverse organisation where all employees can thrive.
This report outlines our gender pay gap results for the reporting period and provides insights into the factors contributing to current outcomes.
2. Understanding the Gender Pay Gap
The gender pay gap measures the difference in average earnings between men and women across an organisation. It is calculated using both the mean (average) and median (middle value) pay.
It is important to note that the gender pay gap is not the same as equal pay.
Equal pay refers to men and women receiving the same compensation for performing the same or similar roles. Our analysis indicates that pay for comparable roles is aligned.
3. Hourly Pay
Analysis of hourly pay shows that average earnings for male and female employees across the business are closely aligned.
- Mean gender pay gap: 1.93%
- Median gender pay gap: 1.80%
These results indicate that male and female employees receive broadly comparable hourly pay.
4. Bonus Pay
The FE specific bonus payment structure applied within the business currently has a mean and average as follows:
- Mean bonus pay gap: 12%
- Median bonus pay gap: -8%
5. Bonus Eligibility and Participation
Bonus participation levels remain high across both genders:
- 79% of male employees received a bonus
- 87% of female employees received a bonus
All employees are eligible for bonus payments. The above percentages are based on the actual paid amounts at the time of the data analysis. New employees have not yet received their payments which are pending.
6. The Proportion of Male and Females in each Pay Band
7. Working Patterns
All employees working part-time are female, and almost all applications for these roles come from female candidates.
Of these employees, 73% received a bonus.
8. Representation and Context
The close alignment in average pay reflects a balanced workforce and a commitment to equitable salary structures.
Bonus structure allow for fair participation amongst the whole employee base.
9. Our Commitments
Forward Emphasis remains focused on ensuring continued fairness, equality and opportunity. Our key commitments include:
- Maintaining transparent hiring and promotional practices
- Supporting and strengthen career progression for employees
- Ongoing bonus structure framework review
- Monitoring gender-related patterns in working arrangements, including part-time roles
- Enhancing leadership development and progression pathways
- Enhance Transparency in Pay and Reward
- Support Hybrid Working to Promote Flexibility and Inclusion
- Evaluate Progress Annually
FE – GPG – Version 0.1, November 2025.
