Introduction

At Airport Retail Enterprises (UK) Ltd, we are committed to fostering a diverse and inclusive workplace. As part of our obligations under the UK Government’s Gender Pay Gap Reporting Regulations, we have analysed our gender pay gap data for the snapshot date of 5th April 2025.

The gender pay gap represents the difference in average earnings between men and women across our organisation. It does not compare pay for equal work but rather highlights broader workforce trends and representation.

Gender Pay Gap Figures

We are reporting the following mandatory gender pay gap metrics, in line with UK Government regulations:

Metric % Difference 
Mean gender pay gap   4.47% 
Median gender pay gap   -3.77% 
Mean gender bonus gap   55.85% 
Median gender bonus gap   58.64% 
Proportion of men receiving a bonus   10.9% 
Proportion of women receiving a bonus   6.4% 

Pay Quartiles 

The table below shows the proportion of men and women in each pay quartile, calculated by ranking employees from highest to lowest pay and splitting them into four equal groups.

Pay Quartile % Men % Women 
Upper (highest paid) 60.92% 39.08% 
Upper Middle 55.68% 44.32% 
Lower Middle 57.95% 42.05% 
Lower (lowest paid) 65.91% 34.09% 

Understanding Our Gender Pay Gap 

In 2025, we saw improvement across all pay quartiles, with our mean gender pay gap reducing to 4.47%.

Our analysis shows that the main driver of the gap remains the underrepresentation of women in senior leadership roles. That said, 2024/25 was a year of strategic headcount growth, which created opportunities to strengthen female representation in leadership positions, including appointments such as Senior General Manager and Executive Head Chef.

The gender bonus gap has also been influenced by changes to bonus eligibility. As eligibility expanded to a wider group of employees, differences in site-level EBIT performance had a greater impact on bonus outcomes, increasing payments for some roles and locations more than others.

Actions to Close the Gender Pay Gap 

To help reduce the gap further, we are focusing on the following areas:

  • Training and development. We will continue to invest in development opportunities that help build confidence, capability, and readiness for progression into more senior roles.
  • Career progression. We are committed to creating clearer pathways into leadership, with a focus on improving representation of women at senior levels across the business.

Declaration 

I confirm that the data reported above is accurate and has been calculated in accordance with the UK Government’s Gender Pay Gap Reporting Regulations.

James Sessa  
Head of People & Culture  
March 2026