British Airways (BA) has reported a 41% mean ethnicity pay gap for 2025, down slightly from 42% in 2024.
The organisation’s 2025 median ethnicity pay gap was 14%, down slightly from 15% in 2024. Its mean ethnicity bonus gap was 31%, up from 23% in 2024, while its median ethnicity bonus gap was 6%, compared to -104% previously.
The gaps are due to lower representation of ethnic minority employees among its flight crew workforce and at senior management level.
BA’s 2025 mean gender pay gap was 54%, unchanged from 2024, while its median gender pay gap stood at 31%, up from 27% the previous year. Its mean gender bonus gap was 35%, down from 60% in 2024, while its median gender bonus gap stood at 17%, down from 57% previously.
Its upper pay quartile comprises 78% male and 22% female employees, while its lower pay quartile consists of 29% male and 71% female staff.
The organisation’s gender pay gap is driven by a lower representation of women in traditionally male-dominated roles and a higher representation of women in traditionally female-dominated roles.
Colm Lacy, chief commercial officer of BA, said: “Our commitment to transparency and fairness at British Airways is key to the way we evolve as an organisation. As we continue our journey to build a fairer and more inclusive airline, we remain focused on meaningful, long-term change that benefits our employees, customers and communities. Since launching our Inclusion Starts with I strategy in October 2023, we have accelerated progress. This strategy has empowered teams across British Airways to champion inclusion in ways that are tangible.
“Over the past year, we have focussed on progressing our colleague network groups, widening access to career development opportunities and expanding programmes that build confidence and belonging. Looking ahead in 2026 and beyond, we remain dedicated to our inclusion efforts. Our work is far from over, but we continue to build momentum and strengthen the foundations of a British Airways where everyone can truly belong.”
