The Pension Protection Fund (PPF) has reported an 8.6% mean disability pay gap for 2025, up from 5.2% in 2024.
The fund’s 2025 Diversity pay gap report revealed that its median disability pay gap rose to 1.4% from -3.1% in 2024. Its mean disability bonus gap was 38.8%, down from 41.4% in 2024, while its median was 25.1%, up from 10.8%.
In the reporting year, a higher proportion of employees identifying as having a disability or long-term health condition received a bonus compared with those without.
The PPF’s mean gender pay gap decreased in 2025 compared with 2024, falling to 16.7% from 19%. Its median gap fell to 14.8% from 17.8% in 2024.
In the reporting year, the median gender bonus gap improved slightly from 21.9% in 2024 to 20.9%, while the mean bonus gap rose slightly from 71.5% to 71.8%. A total of 75% of men and 67% of women received a bonus in 2025, compared to 83% of men and 78% of women in 2024.
This reflects more women joining higher-paid roles and men at lower pay levels and female representation in senior management reaching 54%. The organisation’s gender pay gap is influenced by a higher number of men in the most highly paid roles.
The PPF’s 2025 mean ethnicity pay gap was 8.1%, up from 7.4% in 2024, while its median rose from 10% to 12.1%. This is due to higher ethnic minority representation in lower pay quartiles.
Its 2025 mean ethnicity bonus gap was 27.2%, down from 53.9% in 2025, while its median was 39.4%, up from 27.1% the year prior. A total of 66% of ethnic minority and 82% of white employees received a bonus in 2025, compared to 75% of ethnic minority and 82% of white staff in 2024.
Richard Beaven, acting chief executive of PPF, said: “Publishing our diversity pay gap data each year helps us measure progress and understand where further focus is needed. The continued narrowing of our gender pay gap and the growth in female representation at senior levels is encouraging. At the same time, changes in ethnicity and disability pay gaps show there is more work to do. We remain committed to ensuring that we have access to the widest pool of talent, ensuring that our organisation reflects our community, and building an inclusive workplace where everyone can thrive.”
