Shoe brand Dr Martens has reported a 15.9% mean gender pay gap for 2025, down from 18.3% in 2024.
Its median gender pay gap for 2025 was 11.2%, down from 13.6% in 2024. According to the retailer, its pay gap is a result of more than half of its UK employees at its lowest-paid level being female.
The retailer’s highest pay quartile comprises 58% female and 42% male workers, while its lowest pay quartile consists of 74% of female and 26% of male staff.
Dr Martens’ mean gender bonus gap for 2025 was 38.2%, down from 43.7% in 2024. Meanwhile, its median gender bonus gap stood at 37.3%, down from 39.2% in 2024.
The bonus gap is a result of women also being overrepresented in its lowest-paying roles, where incentive opportunities are lower, and underrepresented in senior roles with higher incentive opportunities.
Additionally, its overall bonus payments for office-based employees during the reporting period was lower than in previous years, resulting in a lower bonus gap than in 2024.
Dr Martens has committed to increasing representation of underrepresented ethnic minorities and women in leadership, as well as the number of non-binary employees from 2% to 4% globally.
Bridget Jolliffe, chief people officer at Dr Martens, said: “We apply confidence to our people, fostering a workplace grounded in fairness and respect, where colleagues are supported to succeed in their life’s best work. Diversity, equity and inclusion remain central to our long-term success. Transparency drives progress.
“This report outlines our UK gender pay gap data, the factors behind it, and the actions we are taking to improve representation and ensure equitable opportunity across our business. Gender pay remains a focus within our global diversity, equity and inclusion strategy.”
