Snapshot date (date data was captured) – 5 April 2025
The gender pay gap shows the difference in the average pay between all men and women across the same business. A positive percentage indicates that men, on average, are paid more than women and a negative percentage indicates the opposite. The gender pay gap is different to equal pay, which relates to any pay differences between men and women who carry out the same jobs, similar jobs or work of equal value.
At LPPA, we are committed to ensuring our people reflect the diversity of our business and stakeholders. We strive to celebrate our differences and empower our people, while challenging inequality and discrimination. Our commitment to maintain and advance diversity and inclusion is reflected through our business policies and processes. In our refreshed strategy to 2026, there is a specific objective focused on creating an ‘empowered, supportive, diverse and inclusive culture’.
When the snapshot was captured, LPPA had a total of 322 employees.
As part of our ongoing commitment to fairness and equity, we will continue to expand our diversity and inclusion activity, with a focus on ensuring that all colleagues can thrive. We will strengthen efforts to identify and address bias, both conscious and unconscious, within our recruitment, promotion and reward processes, and ensure our people managers are supported to challenge any behaviours or practices that may lead to inequity or prejudice
Our pay gap results
Mean pay gap: -8.86 per cent (higher for women).
This is the difference between the average hourly rate for men and women.
Median pay gap: -1.16 per cent.
This is the difference between the midpoint salaries for men and women.
Mean bonus gap: -23.65 per cent (higher for women).
This is the average bonus paid to men and women during the 12 months previous to April 2023.
Median bonus gap: -4.13 per cent.
This is the difference between the midpoint bonus for men and women.
61 employees received a bonus: 20.13 per cent of our male employees and 16.49 per cent of our female employees.
Gender distribution across four pay quartiles
Proportion of male and female employees per quartile
Our results explained
We are committed to transparency and equality in the workplace. We’re also satisfied that we don’t pay our staff differently because of their gender. So, instead, our efforts have been focused on ensuring proportionate representation of men and women across all areas and levels of our business.
For the period covered by this report, our overall colleague population was reasonably split, with women making up 58 per cent of our total workforce, though this varies across seniority. The overall median gaps are created by having a significantly higher proportion of women in our lowest, lower mid and upper mid pay quartile. The upper pay quartile is close to an equal split between males and females. The overall mean gaps are influenced by LPPA being well represented by women at a senior level, including having a female managing director.
Our action planning
Our commitment to diversity is clear – it’s about embracing everyone. From building a culture where all our people can bring their best selves to work, to undertaking diversity initiatives that will challenge us to be better, we are committed to building a diverse and inclusive workplace that’s underpinned by our four values:
- Working Together
- Committed to excellence
- Forward thinking
- Doing the right thing
We believe that we must aim to be inclusive and diverse, while ensuring our data, processes, policies, environment, and remuneration programmes support our strategic objectives. Our pay benchmarking is job function and location specific and is not influenced by gender.
We’ve also developed a set of salary ranges to provide an overall guiding framework, aligned to our job-level structure. This is used to manage pay setting and progression within LPPA, as well as to ensure fairness and consistency across the organisation – and act to help avoid any gender discrimination in pay.
We offer hybrid and flexible working arrangements, which we believe are an attractive part of our overall offer to employees.
Over the course of the next 12 months, we will continue to:
- Expand our diversity and inclusion approach through recruitment and promotion activities
- Engage and listen to our people to tackle bias and prejudice
- Promote greater awareness of diversity and inclusion with our leaders
- Carry out regular reviews of our employee remuneration policy
- Ensure variable pay schemes are relevant and fit for purpose
Director name: Jo Darbyshire
Our company
We work with 19 pension fund clients, supporting more than 738,000 members and over 1,500 active employers across the UK.
Our services
LPPA provides secure, compliant and reliable pension administration services to Local Government, Fire and Police schemes.
