We continue to focus on equality, underpinned by developing a diverse team with an inclusive culture where different characteristics and backgrounds come together in pursuit of our Purpose and Mission. In 2025 we established a new Group-wide Diversity Group (Together AMS), supporting inclusion, improving cultural awareness, and helping shape our EDI roadmap.
The key data from this year’s Gender Pay Gap report (UK employees only) are a median pay gap of 7.6% (2024: 2.5%) and a mean pay gap of 20.5% (2024: 19.9%). Whilst there is not a median bonus gap (0%, 2024:0%), the mean gender bonus gap when adjusted for the impact of share exercises, fell to -2.6% (2023: 65.5%). These figures are based on pay information from April 2025.
Whilst the results of this Gender Pay Gap Report show an improvement, we are striving for further improvements in both gender pay and gender equality, driven by our Equality, Diversity and Inclusion Committee (Together AMS). We are aware that we still have too few women in our most senior positions and are committed to recruiting and bringing women through our organisation into our most senior positions.
We continue to target having at least one woman on every recruitment shortlist and increasingly have gender mixed interview panels. We review all recruitment advertisements to filter out unconscious bias and have rolled out training to all employees on unconscious bias.
We celebrated International Women’s Day in 2025 with a range of activities across AMS and we intend to use this day annually moving forward to showcase improvements we have made as a business on gender equality.
Ultimately, reducing our gender pay gap and changing our gender imbalance will not be immediate but we believe that initiatives we have are planning to implement will result in sustainable change over the long-term.