Our median gender pay gap now favours women (-1.02%) and our mean pay gap gender pay gap has reduced significantly between 2024 and 2025 from 18.6% to 4.3%.

We continue our endeavour to increase representation of women across more senior roles in the business, with 46% of leadership roles now held by women. We are also pleased to report that out of our top 20% of salaries, 49% of this cohort is represented by women.

Although our mean gender pay gap has reduced significantly between 2024 and 2025 there are two contributing factors that continue to focus on to reduce the gap:

1. We continue to need to recruit software and tech engineers in line with business need; however these sectors are heavily dominated by men and we experience significant ongoing difficulty recruiting women within these sectors.
2. Our organisation engages Schedule D workers for our original production projects, and these production roles typically command high day rates, with significantly more men than women in these roles.

We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work.

We are committed to doing everything we can to reduce the pay gap, and increase representation of women in senior leadership and senior management positions.

We have taken the following steps to promote gender diversity:

• Gather and report on gender data in salary and promotion review to identify barriers regarding gender equality and prioritise action.
• We undertake gender monitoring in recruitment to ensure shortlists during recruitment are evenly balanced, aiming for 50/50 where possible.
• Support internal mobility by ensuring all job roles are open to internal applications.
• We offer generous family leave provisions to retain working parents. 
• We offer flexible working arrangements, hybrid working and flexitime for retention, with a focus to retain women who tend to need the flexibility due to the disproportionate burden on women with additional caring responsibilities.
• We have set up and established a Women's Network and a Parents and Carers Group within Little Dot Studios to support women and working parents within the business.