Hachette UK has reported a 15.1% mean ethnicity pay gap for 2025, down from 16.9% in 2024.
The book publishing firm also reported a median ethnicity pay gap of 8.9%, down from 13.4% in 2024.
Hachette UK’s target for increasing representation for Black, Asian, mixed heritage and ethnically diverse employees is 18.3% by 2026. Representation is currently at 15.7%, up from 15.2% in 2024 and from 10.4% in 2019. A total of 14.6% of staff identify as Black, Asian, mixed heritage or minority ethnic.
The organisation’s mean gender pay gap for 2025 remained broadly unchanged at 20.8%, while its median gender pay gap fell to 17.8% from 22.1% in 2024. Women make up 64.9% of its upper quartile and 77.3% of its upper middle quartile, compared to 56.6% and 69.8% in 2017.
Hachette UK’s disability disclosure rate was 69.2%, and of that group, 7.2% disclosed having a disability. A total of 15.8% of staff identify as working class, which is higher than the publishing industry average, but below half of the 39% UK population average.
In addition, 12.15% identify as lesbian, gay, bisexual or other, compared to 15% in UK publishing and 3.7% in the UK population.
Over the past year, the organisation introduced inclusive leadership training for all people managers and trained 20 neurodiversity champions to provide support to employees in need.
Lisa Waterman, chief people officer at Hachette UK, said: “This year, to strengthen our commitment, we have added an additional layer to our annual pay gap reporting that captures a fuller picture of our staff, assesses our progress, and deepens our understanding of where we must focus our development over the next 10 years. In our mission to achieve true inclusivity, we know there is more work to be done, and we remain committed to the Changing the Story action plans we set each year.”
Ella Patel, head of diversity, equity and inclusion at Hachette UK, added: “We are continuing to make progress in closing our gender and ethnicity pay gaps and ensuring that Hachette is truly a place where everyone can thrive and have an impact. Representation of women in the upper quartile is at its highest since 2020. However, we still have a low number of men in the middle quartiles, making both areas key priorities as we work to close our gender pay gap. Our commitment to holding ourselves to account by tracking and interrogating our data informs all our decisions on how to continue driving progress.”
