Gender Pay Gap Report and Statement

In line with the Equality Act 2010, which requires all Companies with over 250 employees to disclose their gender pay gap on an annual basis, Endeavour Automotive Limited is pleased to present its gender pay gap results for the snapshot date of 5 April 2025.

The Company remains committed to promoting equality, diversity, and inclusion across all areas of the business and to reducing its gender pay gap over time.

Pay Information and Gender Split

• Mean hourly pay gap: 22%
• Median hourly pay gap: 12%
• Mean bonus pay gap: 36%
• Median bonus pay gap: -33%
• Proportion receiving a bonus: 35% male / 15% female

Proportion of males and females in each pay quartile:

Endeavour Automotive Limited is required to publish this information both within this report and on the Government’s gender pay gap reporting service.

The Company’s mean gender pay gap is 22% and the median pay gap is 12%, both of which have increased compared to the previous reporting period. This change reflects the current gender distribution across the organisation, with a higher proportion of male employees across all pay quartiles.

The largest gender imbalance is seen in the lower quartile, where 90% of employees are male. While there is slightly greater female representation in the upper quartile (25%), the overall distribution continues to reflect the wider automotive sector, where there is traditionally a higher proportion of men in operational, technical and sales roles.

The mean bonus gap is 36%, while the median bonus gap is -33%, indicating that, at a median level, female employees who receive bonus payments earned more than their male counterparts. However, the proportion of employees receiving bonus payments remains lower for females (15%) compared to males (35%), which continues to influence the overall bonus gap.

Our Approach

Endeavour Automotive Limited is committed to ensuring that all employees are paid fairly and equitably for the roles they perform. Pay and progression opportunities are based on objective criteria, such as skills, experience and performance. Despite constraints outside of the Company’s control as it pertains to the automotive industry being predominately male, we recognise that improving gender balance, particularly in underrepresented areas of the business, is key to reducing the gender pay gap over time and we remain committed to making progress in this area.