Gender Pay Reporting
This report provides an overview of our current position in respect of gender pay gap and is published on our website to comply with our legal obligations.
2025 Report
| |
2019 |
2020 |
2021 |
2022 |
2023 |
2024 |
2025 |
| Mean Gender Pay Gap |
12.17% |
12.41% |
5.61% |
8.44% |
5.49% |
5.72% |
12.64% |
| Median Gender Pay Gap |
7.27% |
3.43% |
-3.78% |
3.23% |
2.05% |
2.00% |
10.22% |
| Mean Bonus Gender Pay Gap |
42.61% |
37.64% |
24.46% |
32.24% |
39.62% |
44.18% |
42.58% |
| Median Bonus Gender Pay Gap |
42.55% |
50.27% |
29.15% |
24.73% |
28.27% |
56.12% |
37.67% |
| Percentage of males receiving a bonus |
71.42% |
89.21% |
67.09% |
78.88% |
69.43% |
56.86% |
56.31% |
| Percentage of females receiving a bonus |
55.57% |
79.20% |
47.38% |
53.79% |
47.86% |
39.42% |
42.01% |
| Upper Quartile Males |
84.66% |
72.44% |
80.52% |
80.33% |
79.14% |
74.59% |
84.17% |
| Upper Quartile Females |
15.34% |
27.56% |
19.48% |
19.67% |
20.86% |
25.41% |
15.83% |
| Upper Middle Quartile Males |
76.58% |
73.33% |
68.18% |
73.43% |
74.13% |
74.40% |
75.63% |
| Upper Middle Quartile Females |
23.42% |
26.67% |
31.82% |
26.57% |
25.87% |
25.60% |
24.37% |
| Lower Middle Quartile Males |
63.72% |
65.33% |
80.68% |
68.85% |
64.55% |
74.40% |
65.38% |
| Lower Middle Quartile Females |
36.28% |
34.67% |
19.32% |
31.15% |
35.45% |
25.60% |
34.62% |
| Lower Quartile Males |
78.94% |
76.44% |
73.38% |
76.23% |
79.62% |
74.44% |
71.94% |
| Lower Quartile Females |
21.06% |
23.56% |
26.62% |
23.77% |
20.38% |
25.56% |
28.06% |
Observations
Regarding the Upper Quartile movement and increase in mean and median gap: -
- There has been an increase in MSV Service advisor (middle quartiles), MSV Technician and MSV Night Technician roles (both upper quartiles) which are predominantly filled by males.
- Almost all Commercial Sales Executives were in the lower quartile last year, now most are in the upper quartile with the majority being male.
- We’ve seen a general increase in female hires for junior and apprentice roles.
- Females in the upper quartile contributing Additional Voluntary Contribution’s into pension and more females participating in salary sacrifice benefits has also had an impact.
In line with our ambition to be an Employer of Choice, we continue to focus on making TrustFord more inclusive to ALL members of society. Women are more predominantly employed in roles such as Administration, HR, Finance, Marketing, and customer service positions. We continue to review and update our processes and policies in our quest to attract a more diverse workforce across all areas of the business.
Actions include raising awareness of on-going career and promotion opportunities and to break the traditional perception of a ‘men only’ environment.
Several initiatives are underway to bring this to life:
Recruitment
Job advertisements and descriptions have been updated to ensure their content is gender neutral. Our career website uses images and films of existing colleagues from different backgrounds to promote vacancies. In addition to this, our colleagues talk about what it’s like working for TrustFord and discuss the support that’s given to them. For example, reasonable adjustments for disabilities, how colleagues can practise their religion, flexible working and achieve a good work life balance. In addition, we promote roles within TrustFord via TikTok and other social media channels, to reach as wide and diverse an audience as possible.
TrustFord has signed up to the Disability Confident scheme and is proud to be a Disability Confident Employer. We are working with Job Centre+ and are committed to offer disabled people the opportunity to carry out work experiences and trials with us. Our recruitment website was fully refreshed in 2024 and now includes an Accessibility Toolbar which is AA compliant (web accessibility).
Identifying information has been removed from job applications to remove potential unconscious bias from our process.
We have seen growth in Mobile Service technician roles of which only 1 is female.
Most of our roles are now advertised as 'happy to talk flexible working' to promote flexible hours and we have a hybrid working policy. This promotes a ‘2 days in office’ and ‘3 days working from home’ (or pro-rata for part-time positions) approach for all suitable roles going forward.
Our interview process now highlights the importance of diversity to our candidates and makes it easier to identify whether candidates could need any additional support in their role.
HR Business Partners sit on all interviews for Grade 5 (management level) vacancies and above.
People metrics reports are issued monthly, tracking the progress on gender split by applications and internal roles filled at Group, Business Area and by site location. Our retention of female colleagues is at 84% v male at 81%.
Senior Managers are also reaching out to schools and job fairs to promote the automotive industry and all roles associated with it, to encourage more women into the automotive industry.
HR Business Partners interview all newcomers to the business to understand how they are settling in and to identify any issues that may require additional support.
All Introductory and Exit Interviews with HR Business Partners are shared with the Board & Leadership to help identify any concerns that may need to be addressed.
Policies
Our Equal Opportunity policy has been amended to provide further clarity around TrustFord's commitment to diversity, inclusion and equality for all, with a zero-tolerance policy against discrimination.
We have created a speak up culture and introduced a speak up policy where any colleague can call out inappropriate behaviour. Colleagues can also raise ideas and suggestions for improvement with the aim to ensure we are an inclusive organisation.
Driving Awareness and Training
We continue to promote our Future Leaders Development programme to further encourage more progression from within the organisation. This has given Senior Managers the opportunity to encourage and put forward those who may not otherwise have felt courageous enough to step forward. The programme is facilitated by an external consultancy - 44 Future leaders participated in 2025 of which 23 are female.
We are also continuing to promote our Driving4Leadership programme, which is designed for high potential managers, to develop the skills they require to join the senior management team. This year there was a total of 13 of which 2 were female.
All colleagues attend a Diversity and Inclusion training course when attending our residential Induction Academy. This focuses on equity, inclusion, and the importance and benefits of having a diverse workforce.
Internal Communications – As part of our DEI strategy, we are continuing to communicate and celebrate various religions, cultures and celebrations across the year. To ensure we are authentic, our existing colleagues share their experiences, religions, and beliefs. The purpose is to ensure we represent the communities we serve and to ensure people can see themselves reflected within the business. The content is also consistently shared on social media to attract diverse talent to our company.
Open forums – available to all colleagues at any level - are hosted by the board to understand the challenges and what else can be done to attract a more diverse workforce.
The Board & Leadership have had structured Diversity and Inclusion forums to discuss experiences, opportunities and challenges.
Our current CEO re-signed up as a member of the 30% Club - https://www.automotive30club.co.uk. This organisation aims to encourage women into our industry with a goal to include 30% of women in automotive board and leadership roles by 2030. A number of senior women have been active members for some time: 17% of the TrustFord board and 30% of the Board and Leadership team are female.
As part of our participation in the 30% Club, colleagues take part in discussion groups, LinkedIn campaigns, give talks to schools and colleges and have an opportunity to vote for Inspiring Women in the company.
Increased support
In recognition of four key under-represented groups, in we launched colleague network groups to support our drive to attract and retain diverse talent, namely:
- DrivingWomen+
- EmbRACE!
- WECAN
- Pride
The network leaders are supported with a mentoring scheme paired with sponsors from our Board and Leadership team. The sponsors who are representatives from the Board and Leadership team, allow the groups to run their own agenda while guiding them through their development and future ambitions.
Several network members have shared their experiences on our recruitment website and internal communication channels. This supports our principle of ‘if I can see it, I can be it’.
Our colleague network aspirations are:
- To be highly visible internally with impactful, trackable actions.
- To create development opportunities.
- To be visible externally, helping attract diverse talent and showcasing our inclusive culture.
We also support our maternity returners to ensure they have a smooth transition back into the workplace. At month 6 our relevant HR Business Partner BP will contact the colleague to discuss various options such as flexible working and whether she needs a private space to breastfeed.
We partnered with Henpicked in February 2024. This is to help support with becoming a menopause friendly employer which should encourage more females within TrustFord. We invested in a menopause “train the trainer” programme and now have three trained menopause facilitators who deliver lunch and learn sessions for colleagues and managers.
To support women in progressing within the workplace, our DrivingWomen+ network launched #IamRemarkable workshops designed to help women overcome imposter syndrome and build confidence in their achievements. In addition, we introduced an internal job-shadowing campaign that encourages colleagues particularly women to explore different roles and career paths within the organisation. This initiative promotes curiosity about new opportunities and helps us retain female talent – 10 out of 25 registered their interest.
We introduced dedicated communities within our internal colleague app - giving colleagues the opportunity to connect, collaborate, and support each other through shared interests and network groups that they can choose to follow or not. These communities provide safe, inspiring spaces to spark conversation, share ideas, and strengthen connections across TrustFord.
We have made free Sanitary products freely available in colleague toilets and made further dress code changes including a modesty button added to female shirts.
In 2025, we were awarded the UK’ best workplace for women and wellbeing.
Summary
Our D&I agenda continues to be core to our business strategy, with further discussions, planning and data reporting underway to ensure this is integral to all that we do going forward.