As a business with more than 250 employees, Horizon Parking Ltd is required to publish Gender Pay Gap data each year, based on a snapshot date of the 5th April each year.
We recognise this as an important responsibility and an opportunity to be open about our workforce, how our organisation is structured and how colleagues are represented across different roles and levels.
The Gender Pay Gap measures the difference in average earnings between men and women across the organisation. It is not the same as equal pay, which relates to men and women receiving the same pay for the same or equivalent roles.
As part of our reporting, we are required to publish:
• Mean and median hourly pay gaps
• Mean and median bonus pay gaps
• The proportion of men and women receiving a bonus
• The distribution of men and women across pay quartiles
Together, these measures provide an overview of how our workforce is made up and how pay is distributed across the organisation.
At Horizon Parking, our success is built on the people who deliver our services every day across the UK. Creating an environment where colleagues feel respected, supported and rewarded fairly is fundamental to who we are as a business.
This report sets out our 2025 Gender Pay Gap position, based on the statutory snapshot date of 5th April 2025, and marks the first year we are required to publish this information following our continued growth as an organisation.
While this is a legal requirement, we see it as more than a compliance exercise. It gives us the opportunity to take a clear view of our workforce, understand how men and women are represented across the business, and ensure that our approach to pay, progression and opportunity remains fair and transparent.
Our results show a mean gender pay gap of 4.2%, which is significantly below the national average, and a median pay gap that slightly favours women. This is an encouraging position and indicates that colleagues performing comparable roles across the organisation are paid similarly.
As an operational business, a large proportion of our workforce is employed in field-based and technical roles that support the day-to-day delivery of our services. These roles have historically attracted a higher proportion of male applicants, which influences the overall gender balance across the organisation and, in turn, the Gender Pay Gap.
Encouragingly, we are seeing strong representation of women across the middle of the organisation, and women are slightly more likely than men to receive bonus payments. This reflects the breadth of roles and opportunities available across the business.
What matters most to us is that our people are treated fairly and that opportunities to develop and progress are open to everyone. We remain committed to continuing to build a diverse and inclusive workforce, ensuring transparency in how we reward our colleagues, and supporting long-term career development across all areas of the organisation.
This report provides transparency on where we are today, and as Horizon Parking continues to grow, we will continue to review our data, challenge ourselves and ensure we maintain a fair and inclusive environment for all colleagues.
Vicky Crosby
Group HR & Corporate Services Director
The Gender Pay Gap measures the difference in average earnings between men and women across an organisation, regardless of role. It is important to distinguish this from equal pay.
Equal pay refers to men and women being paid the same for performing the same or equivalent roles. The Gender Pay Gap, by contrast, reflects the overall distribution of men and women across different roles and levels within a business.
This means the Gender Pay Gap is influenced by workforce structure, including the types of roles people occupy and their level of seniority, rather than differences in pay for the same work.
Our workforce snapshot, based on April 2025 data, shows the following gender distribution:
This reflects the operational nature of our business. Field-based enforcement and mobile patrol roles, along with technical positions such as ANPR engineers, have traditionally attracted a higher proportion of male applicants.
Other areas of the business, including administration, legal, HR and support functions, show stronger female representation.
Using the government’s prescribed methodology, our hourly pay gap is as follows:
The mean pay gap shows that the average hourly rate is slightly higher for men. This is primarily influenced by the concentration of men in senior commercial, technical and leadership roles.
The median pay gap, which compares the middle earners in the organisation, shows that women earn slightly more than men at this level. This is a strong indicator that there is no pay inequality at comparable job levels.
Overall, our pay gap is driven by workforce structure rather than unequal pay for equal work.
To better understand how pay is distributed across the organisation, we have divided our workforce into four equal pay quartiles:
This distribution shows that:
• The lower quartile is predominantly made up of operational, field-based roles, which are largely male-dominated
• Women are strongly represented across the middle quartiles, reflecting roles in support, administration, finance, HR and legal functions
• The upper quartile remains male-skewed, driven by the profile of senior commercial and technical leadership roles
This highlights a structural distribution within the organisation, with opportunities to improve representation at both senior and entry operational levels.
Our bonus pay gap for the reporting period is as follows:
This gap is influenced by the structure of bonus schemes across the organisation.
Higher bonus values are typically associated with senior roles and commercial positions, which currently have a higher proportion of male colleagues.
Proportion of employees who received a bonus:
This indicates that women are slightly more likely to receive a bonus within their group.
The difference in bonus value is therefore not driven by access to bonus schemes, but by the types of roles and levels at which bonuses are awarded.
Our Gender Pay Gap results highlight several key points:
Feedback from our recent colleague engagement survey highlights that pay is a key area of focus across the organisation.
Colleagues have expressed a desire for:
This feedback provides valuable insight and helps shape our approach moving forward.
At Horizon Parking, we’re committed to maintaining a fair, transparent and inclusive working environment for all colleagues.
