Gender Pay Gap Report 2025
Working towards reducing the gender pay gap in tech
We want to be as transparent as we can on our gender pay gap reporting and how we are working to close this gap.
In this report, we refer to men and women in the way current government guidance asks us to.
In 2024 we had seen positive improvements from the previous year having reduced the gap in our hourly pay. In 2025 we continued to see improvement but at a more significant level than before.
What is the gender pay gap?
The gender pay gap is the difference in earnings between people who legally identify as men and women.
It’s not the same as paying people differently for the same job, which is illegal under the Equality Act.
The gender pay gap shows an important relationship between how much men and women earn and the roles they hold in an organisation
How a Hippo’s benefits impact the gender pay gap
Calculations of our gender pay gap take into account things like salary sacrifice schemes such as our pension contributions, electric vehicle schemes and other benefits that each Hippo chooses.
These can affect employee salaries in lots of ways and impact measurements of our gender pay gap.
Hourly pay
We don’t pay hourly at Hippo, but hourly pay is one of the key metrics used by the government to compare pay between men and women. We’ve included basic salary, any allowances or regular payments and any bonuses paid in April 2024.
- This data is from a snapshot date of 5 April 2025.
- 409 Hippo’s were included, of which 41% were women (up from 39% in 2024).
7.2% gap
2024: 15%
8.3% gap
2024: 10%
Quartile pay
To understand more about our gender pay gap, the hourly pay is broken down into quartiles.
These quartiles are made up of Hippo’s who earn the most per hour (upper quartile) through to Hippo’s who earn the least per hour (lower quartile). We then looked at how many men and women were represented in each quartile.
Bonus pay
We do not have contractual bonuses at Hippo. For this data, we have used employee referral payments and the cash value of any vouchers given out when Hippo’s reach any length of service milestones as well as a small number of one off bonuses, which have led to the extreme gap in the mean figures. And these figures relate to the 12 months before the snapshot date of 5th April 2025.
0% gap
(2024: 0%)
-95.9% gap
(2024: 6.6%)
Percentage of women receiving a bonus 62% and of men receiving a bonus 61%
What we’re doing about it
Tackling the gender pay gap at Hippo is a big part of our Diversity, Inclusion and Belonging strategy.
We’re publishing all our work out in the open on our website. That way everyone can see what we’re doing to try close our gender pay gap.
I can confirm that the information and data in this document is all true from the snapshot date of 5 April 2025.
Lara Longhurst
Chief Operating Officer
