Moneybox  Gender Pay Gap, April 2025

With an Update on Employee Engagement & Inclusion

Published April 2026 

At Moneybox, our mission is to give everyone the means to get more out of life. To do this, our team needs to be able to represent and serve the full breadth of Moneybox customers and their needs.

Listening to our employees, and responding to their feedback, has always been central to the way we do things at Moneybox. We remain committed to maintaining a culture that is safe, fair and where our team members can do their best work. We run annual “Moneybox Matters” Employee Engagement & Inclusion Surveys, the results of which inform how we develop our organisation and set priorities for the year ahead.  Our Culture & Inclusion Forum, open to all teams and seniorities, promotes diversity, and celebrates inclusion and equity for all team members – not just across genders, but also ethnicity, religion, sexual orientation, age, neurodiversity, disability and those with caring responsibilities.  Our focus is on creating and sustaining an equitable workplace to best support our employees, and ultimately our customers.

In this report we provide our fourth annual Gender Pay Gap data (snapshot date, April 2025), which is a government-prescribed calculation that measures the difference between the average hourly pay for women and men, regardless of role, seniority, or performance. It is important to note that the Gender Pay Gap is not a comparison of pay for individuals in the same roles. We ensure fairness and equity in pay, and we remain confident that people performing the same role at the same level are paid equally, regardless of gender.

We also include in this report an update on Moneybox employee engagement and inclusion work from over the last year.

Gender Pay Gap, April 5th 2025
This data covers all UK team members’ pay as at the snapshot date of 5th April 2025 for Digital Moneybox Limited.

Between 5th April 2024 and 5th April 2025, our Gender Pay Gap increased, with the mean rising from 21.6% to 30.7% and the median from 34.6% to 41.2%. Despite women making up 51% of the total Moneybox team and 42% of our senior team, the key driver of our gap is that women continue to be underrepresented in our Engineering Teams. This is particularly at a senior level, where we have high recruitment needs, there is less female talent available to hire, and market salaries sit within the upper pay quartiles.  This is the primary reason why our highest-paid quartile is 72.8% men. We remain committed to our long-term strategy of internal development and targeted hiring for female engineering talent, as detailed in the ‘Employee Training’ and ‘Fair Hiring, Pay & Development’ sections of this report.  Encouragingly, 36% of all 2025 promotions in our Engineering Teams were awarded to women; a figure that exceeds current departmental representation and signals progress in building a more balanced leadership pipeline.

Across the wider business, the rate of promotions awarded to women was proportionate to their representation in the overall headcount.  However, because the majority of these promotions occurred within the lower pay quartiles, it will take time for this progress to manifest in the overall gender pay gap data.

Employee Engagement & Inclusion, April 2026

Annual Engagement & Inclusion Survey

Our most recent annual Engagement & Inclusion survey closed in February 2026, and the results were encouraging; our team rated ‘Inclusion & Belonging’ higher than any other category, signaling that our efforts to build a welcoming, inclusive workplace are resonating across the company.  In particular, the gender engagement gap has reduced to 3%. For our women in Engineering specifically, the gender engagement gap has also reduced, bringing the gap between men and women in Engineering to just 2%.

Employee Resource Groups, External Community & Partnerships 

Our Employee Resource Groups are central to this progress. In 2025, we launched our fourth group, dedicated to neurodiversity, which has delivered targeted awareness initiatives and a keynote panel on navigating professional life. This group was directly informed by our 2024 Employee Survey, ensuring our internal support evolves alongside our team’s needs.

The impact of our Employee Resource Groups also extends beyond Moneybox. In 2025, members of our Black Employee Network led workshops in local schools to help students explore and bridge the gap into careers in technology. By supporting diverse voices and investing in our local communities, we are building a stronger, more representative team for the future. Closing the Gender Pay Gap requires this kind of broad cultural shift – ensuring that our technical career paths are accessible to everyone.  Our commitment to tangible action was recognised when our Black Employee Network was named a finalist for the ‘Trailblazer Employee resource Group’ award at the UnderOne DEI Awards.

We also recognise that to attract a diverse team, we must actively support the communities we serve. Our International Women’s Day partnership with ‘Female Invest’ provided women with resources for long-term financial security – a direct extension of our mission to give everyone the “means to more.”

Employee Training

We continue to prioritise retention and development by identifying tailored learning opportunities for diverse talent. In 2025, we delivered training to our internal Women in Engineering Network and the Black Employee Network, with participants reporting a c.25% increase in confidence.  We have also welcomed a number of external speakers to discuss inclusion topics, including to mark International Women’s Day.

This year, we also launched an all-company monthly ‘lunch and learn’ series, designed to increase organisation-wide knowledge sharing.

Fair Hiring, Pay & Development

As set out in last year’s Gender Pay Gap Report, we have continued work on embedding foundational best practices to support diversity, equity and inclusion through:

• Balanced shortlists for all vacancies, in line with market availability.
• Objective calibration of performance and promotions.
• Bi-annual equal pay audits to ensure parity for colleagues in the same roles.
• Further strengthening family friendly policies; in 2024 we introduced a paid carer’s leave policy and enhanced our parental leave benefits. We have further strengthened these policies in 2026.

We will keep holding ourselves accountable and report on our Gender Pay Gap annually, and will continue to develop our diversity, equity and inclusion strategy to ensure sustainable impact.

I confirm that the Gender Pay Gap information we have published is accurate.

Karen Kerrigan, COO