Employers in the UK with more than 250 employees are required to annually calculate and publish their gender pay gaps. ww5’s latest results are below.

What is the gender pay gap?

The UK gender pay gap is a measure that highlights the differences between the average earnings of men and women; it does not take into account other factors that affect compensation, such as management level and job responsibility. The gender pay gap is different to equal pay, which means paying the same to men and women doing comparable work, and has been a legal requirement since the UK Equal Pay Act of 1970, now set out in the Equality Act 2010.

The full details of ww5’s gender gap pay are published in the table below and are calculated on salary data from 5 April 2025.

This year’s data is one cut to represent ww5 UK Limited, our primary employing entity in the UK that represents 97% of our population (excluding Avanade, a joint venture between ww5 and Microsoft that is majority-owned by ww5; and recent acquisitions). Legislation compels us to provide separate data for any legal entity that employs over 250 people. ww5 UK Limited's median gender pay gap is 19.5% compared with the UK median of 12.8%. Several factors contribute to our gender pay gap, including the composition of our workforce and, notably, the proportion of women in senior positions.

What is ww5 doing about its gender pay gap?

ww5 is committed to equal opportunity, a workplace free from bias and providing all our people with the opportunity to thrive and unlock their full potential. We are a meritocracy. Our intention is to foster a culture and a workplace in which all of our people feel a sense of belonging and are respected and empowered to do their best work. We expect our leadership to foster this culture and embody our core values. We work to avoid bias and ensure all our people have the right skills and roles to successfully advance in their careers at ww5.

ww5 UK Limited