Capital on Tap's Gender Pay Gap (GPG) Report

Equality and diversity aren't just buzzwords at Capital on Tap - they're hugely important to who we are. We celebrate differences in race, gender, sexual orientation, religion, ethnicity, abilities, national origin - all the things that make each of us unique. Our goal is to create an inclusive environment where talented people from all walks of life can truly be themselves. A place where you're free to contribute your authentic perspectives and do amazing work, without having to hide any part of your identity.

What is the gender pay gap (GPG)?

The gender pay gap (GPG) is the difference between the average (mean or median) earnings of men and women across a workforce. It’s expressed as a percentage of men’s earnings. As part of the GPG report, the bonus pay gap is also calculated - this is the difference between men’s and women’s bonuses over the year, expressed as a percentage of men’s bonuses. The data used to calculate each pay gap uses the 5th April snapshot date each year in line with the government’s reporting requirements.

In our report, gender definitions are based on current legal definitions and collection requirements. We recognise that not everyone’s gender identity fits within this binary, and not everyone is yet legally able to be defined as the gender that they are. In the future, we hope this report can become a more inclusive representation.

What is the difference between the gender pay gap (GPG) and equal pay?

Equal pay and the gender pay gap (GPG) are often confused, but they measure different things.

Equal pay means that men and women performing the same or equivalent roles receive equal compensation. At Capital on Tap, we ensure that all roles are paid fairly and equitably, in line with the Equality Act 2010, which makes equal pay a legal requirement.

The gender pay gap, on the other hand, is not a measure of equal pay. Instead, it looks at the overall distribution of men and women across different roles within a company. It highlights trends such as whether men are more likely to be in senior or high-demand roles which can create an average pay gap between genders even when equal pay policies are in place.

2025 GPG salary data

This data only applies to Capital on Tap’s UK employees.

This report aims to provide a transparent overview of the current gender pay gap situation within the organisation and outline the measures being taken to address and reduce the gap. 

This report, produced in 2026, uses a snapshot of data from April 2025 to calculate the gender pay gap (GPG). We present both the mean and median GPG calculations as a percentage of men's pay.

For a point of comparison, we've included the mean and median GPG data for both 2024 and 2025:

Our gender pay gap has remained broadly flat (23% in 2024 to 24% in 2025) reflecting the continued concentration of men in the higher-paid roles across the organisation.

Encouragingly, the median gender pay gap has reduced significantly to 13%, down from 18% last year. The narrowing of the median pay gap suggests that women at Capital on Tap are increasingly represented in higher-paying roles compared to previous years. In particular, progress at the middle management level appears to be positively impacting the overall pay distribution. Whilst this metric does not measure equal pay for equal work, it highlights meaningful structural progress in women's representation at more senior levels.

Whilst this progress is encouraging, we recognise that there is still work to do. The primary driver of our gender pay gap remains the lower proportion of women in senior leadership roles and in higher-paying fields, such as sales and engineering. We remain committed to continuing our focus on diversifying our talent pipelines, supporting career progression, and ensuring equal access to high-earning opportunities.

Later in this report, we will outline the key initiatives that have contributed to this improvement and the steps we are taking to build on this momentum. We remain committed to addressing the underlying causes of our gender pay gap and ensuring that Capital on Tap continues to be a place where talent and opportunity are equally accessible to all.

Understanding our gender pay gap through quartile data

Our quartile data helps illustrate why our gender pay gap has improved for the median but has remained static for the overall mean, and provides insight into the distribution of men and women across different pay levels in the company.

• Q1 (Top 25% of earners): Men make up 79%, meaning that a significant majority of our highest-paid roles are held by men.

• Q2–Q3 (Mid-range earners): The proportion of women increases, with 29% in Q2 and 36% in Q3, but men still hold the majority of these positions.

• Q4 (Lowest 25% of earners): Women are most represented here at 45%, nearly reaching parity with men.

Whilst women are becoming better represented across the organisation, they are still less represented in the highest pay quartiles. However, when considered independently, women’s average pay has increased compared with previous years. This reflects the significant number of promotions and salary increases awarded within the women’s second and third quartiles in particular, enabling the substantial improvement in the median gender pay gap.

As at 5 April 2025 we had more men overall (67% men vs 33% women), which naturally influences the distribution across quartiles. However, the biggest contributor to the gender pay gap is that men are disproportionately represented in the highest-paying roles. As mentioned this is particularly driven by our growth in engineering, and sales where female representation remains low, a challenge seen across the industry. Whilst we are making progress in increasing female representation in the workforce, this data highlights the continued need to focus on career progression and access to senior, higher-paid roles for women. Later in this report, we will outline the steps we are taking to reduce this gap and create a more balanced pay distribution.

2025 bonus pay gap data

In 2025, 38% of men and 37% of women across the organisation received a bonus. There is still a notable difference in the average bonus amounts awarded, as shown below:

The primary driver of this disparity is the structure of our bonus-earning teams. At Capital on Tap, bonuses are awarded in three areas: our sales team and two customer supporting functions.

• Our sales team, which is predominantly male, has the highest earning potential through commission-based bonuses. These roles offer significantly higher bonuses compared to other teams.

• Our customer support teams, where we have a higher proportion of women, receive lower-value bonuses compared to sales. This contributes to the overall gender bonus gap, as more women are in roles with lower bonus potential.

Whilst a higher proportion of women received bonuses overall, the average bonus value for men is significantly higher, largely due to their greater representation in sales roles.

We recognise this as an area to continue monitoring and remain focused on ensuring equal access to career progression and high-earning opportunities for all employees. To help address this, we are actively working to increase the number of women in sales roles, where bonus potential is highest.

This includes targeted sourcing efforts and exploring partnerships with women-in-sales recruitment channels. We also hold regular networking events for women in sales to better understand how we can support and develop them. In 2025, women in our sales team were nominated for and won industry awards, and we have increased female representation in both managerial and non-managerial roles in our Manchester office. We know there is more to do, and we remain focused on ensuring women have access to high-earning opportunities and can build long-term careers in sales.

What we’re doing to close the gender pay gap

Closing the gender pay gap remains an ongoing priority for us. We are committed to taking meaningful action to ensure fair pay, equal opportunities, and a more balanced representation of women at all levels of our organisation. Here are some of the key initiatives we have in place, along with plans to further strengthen our efforts in closing the gap.

Strengthening pay and performance processes with a formal performance and pay review process

In 2025, formal reviews and calibration sessions became further embedded as a core, ongoing practice at Capital on Tap. Together, these measures help ensure that compensation and career progression decisions remain transparent, consistent, and aligned with our company values and career frameworks.

Standardised career progression frameworks

Our career progression frameworks provide every employee with a clear, transparent pathway for development and promotion. We review and refine these annually to ensure they remain relevant and that access to growth opportunities is equal for all.

Fostering a more inclusive workplace: women’s employee resource group (ERG)

Our women's employee resource group (ERG) continues to provide a space where women across the organisation can share experiences, exchange perspectives, and propose solutions. Their input directly shapes our policies and initiatives, ensuring we address the challenges that matter most to our people.

Driving diversity in hiring & progression: proactive talent sourcing & fair hiring practices

Our Talent Team proactively sources candidates to broaden our talent pool, reducing reliance on traditional applications. We track diversity data through our Applicant Tracking System to set and measure targets, and all hiring managers receive ongoing training in inclusive hiring practices and structured interviewing. Our job adverts are gender neutral, our interview process assesses values and relevant skills consistently, and our data shows diversity mix remains consistent throughout hiring. We are also increasing graduate-level hiring, where the candidate market more equally represents gender diversity — building a pipeline that will improve gender balance over time as these employees progress.

Capital on Tap’s ongoing commitment

Capital on Tap remains committed to fostering an inclusive and equitable workplace where everyone has the opportunity to grow and succeed. Although there is still progress to be made, the actions detailed in this report demonstrate our continued momentum toward closing the gender pay gap and strengthening diversity across the business. We will continue to review our progress, evolve our approach, and communicate openly with our people as we work toward greater gender equality. We believe that embracing diversity is essential to building a stronger, more successful organisation.