Gender and ethnicity pay report
Each year we publish data on pay gaps by gender and ethnicity, and our actions to improve them.
What is the gender pay gap?
The gender pay gap is an equality measure that looks at differences in average earnings between women and men.
All employers with 250 or more employees must calculate and publish data on gender pay by using payroll data for all employees from a 'snapshot day'.
Gender pay gap results for BHF
Our latest data shows we have median gender pay gap of 0.0%, meaning men and women are paid the same. The UK average is 12.8% in favour of men.
In 2024, our median pay gap was 1.7% in favour of women.
The median pay gap is calculated by finding the exact middle point between the lowest and highest paid man at BHF when they are ranked from lowest to highest paid. The same is done for women. We then compare the two figures and show the difference as a percentage.
Our mean gender pay gap for 2025 shows that women are paid 7.1% less than men at BHF. This gap has reduced from 8.1% in 2024.
The mean gender pay gap is calculated by adding up the hourly pay of all women colleagues and dividing the total by the number of women colleagues. And then repeating the exercise for men. The difference between the two final figures is the mean gender pay gap.
What is the ethnicity pay gap?
The ethnicity pay gap measures the difference in average pay between white colleagues and minority ethnic colleagues, regardless of the work they perform.
We voluntarily publish ethnicity pay gap data as part of our EDI programme.
Our median ethnicity pay gap is 0.0%, compared with 9.2% in favour of minority ethnic colleagues in 2024.
Our mean ethnicity pay gap is 2.4% in favour of minority ethnic colleagues. This reflects the current distribution of roles in our workforce.
What's driving the change?
Over the past year, we’ve strengthened our approach to inclusive recruitment, improved flexible working and workplace adjustment policies, and invested in leadership development to support women and ethnic minoritised colleagues to progress. We continue to refine our workforce data so it can take targeted, evidenced action.
Looking ahead
BHF will continue to embed inclusive practices, strengthen data insight, expand support for colleagues, and ensure its workforce better reflects the communities it serves — helping drive long term, meaningful change.
Download the full report (PDF)