Gender Pay Gap Report

At Radley, we recognise the critical importance of diversity in the workplace and remain firmly committed to creating an inclusive environment. As a leading handbag brand, women are integral to our vision, mission, and strategy, and are consistently at the centre of our decision‑making. 

We are proud that 84% of our workforce are women and that they are strongly represented at leadership levels across the business. This female majority within our senior leadership team helps ensure that our approach to fair treatment, compensation, flexible working, and development opportunities reflects the needs and aspirations of our predominantly female workforce.

The annual Gender Pay Gap report continues to be a key measure for our business, and we are pleased to see a year‑on‑year reduction across all reported metrics. These improvements indicate that many of our initiatives are beginning to have a positive impact. However, we recognise that the gender pay gap is only one indicator of fairness. Behind each statistic are individual experiences and circumstances that cannot always be reflected in numerical data. We remain committed to a sustained programme of initiatives that support gender equality. This includes equitable pay practices and ensuring women have both a voice and meaningful influence in shaping our organisation.

We also acknowledge that our entry-level roles in Retail and Distribution Centre operations are predominantly held by women. These roles often appeal to those seeking flexible working patterns, such as part‑time, weekend, or variable hours. The under‑representation of men in these areas, alongside a comparatively higher male presence in support office roles, where pay is typically higher impacts our overall results.

Women now represent two‑thirds of colleagues in the upper quartile, demonstrating our continued progress in increasing female representation in senior and leadership roles. This upward trend reflects the impact of our ongoing focus on developing internal talent, creating clearer pathways into leadership, and ensuring women have the support and opportunities needed to thrive. It also highlights the strength of our existing female leaders, whose visibility and contributions continue to pave the way for future generations across the organisation.

We are encouraged that our median bonus gap favours our female colleagues, largely due to our bonus programme during the snapshot period being focused on frontline roles, where women make up the majority of colleagues.

A key principle that sits outside this report, but remains central to our approach, is our commitment to equal pay. We ensure that men and women receive the same pay for performing the same roles. Our hiring practices support this by providing salary bandings upfront and avoiding unnecessary questions about previous pay or salary expectations. We recognise that women may undervalue themselves during negotiations, and our approach is designed to promote fairness and transparency.

In 2025, we strengthened our focus on supporting women through the creation of our Operational Leadership Team. Chaired by a woman, and with more than three‑quarters of its members being female, this team is responsible for driving key elements of our strategy and creating an environment where women can lead and excel. In the past 12 months, we have also made several new female appointments into leadership roles including our Commercial Director, further reinforcing our commitment to gender diversity and inclusion.

To mark International Women’s Day, three members of our Senior Leadership Team came together to share their personal career journeys, the challenges they’ve navigated, and the people who have supported them along the way. Each leader spoke openly about the moments that shaped their path to success, from pivotal career decisions to the mentors who helped them build confidence, develop resilience, and grow as leaders. By hearing directly from female leaders at the highest level of our organisation, colleagues were able to gain valuable insights into the realities of leadership, the importance of mentorship, and the different routes women take to build meaningful, impactful careers.

Spotlighting our senior female leaders reinforces the message that growth is achievable, talent is recognised, and the next generation of female leaders is already on its way.

We are proud to continue our partnership with the charity Smart Works, donating professional work bags to support women preparing to re-enter the workplace. We also remain an active supporter of the British Retail Consortium’s (BRC) Diversity, Equity & Inclusion Charter. Alongside our internal DE&I initiative, ‘Proud to Be…’ (#proudtobe), these actions demonstrate our commitment to supporting all colleagues, celebrating and empowering individuals for who they are and what they bring to our organisation.

We recognise that, as part of both the business community and wider society, we must continue to seek ways to reduce the gender pay gap. While closing the gap remains a priority, we also remain mindful of economic stability and the long‑term success of the business, which is crucial to protecting the livelihoods of our predominantly female workforce.