Posted 05 Feb 2026
Ethnicity Pay Gap Report 2026
The #EthnicityPayGap campaign, started in 2018 by Diane Greyson, continues to shine a light on the real and ongoing differences in pay between Global Majority employees and their peers. It also reminds us how important it is to improve representation at senior levels, where Global Majority employees are still underrepresented. represented.
At Genius Within, we join this campaign each year because we are committed to learning about ourselves which helps us grow. We use Ethnicity Pay Gap Day as a moment to pause, reflect, and share openly where we are and what’s changing. We’re proud to say we’ve made progress again this year, and we remain committed to being transparent, accountable, and always moving towards fairer outcomes for everyone.
Since 2024, we’ve taken a clearer, fairer approach to understanding pay at Genius Within. By looking at median hourly pay and comparing it across different levels within the business, we can build a more honest picture of how we’re improving ethnic representation and equity.
This report includes representation of Global Majority and White employees across all organisational levels across four employee groups as follows:
- Non-managerial employees
- First-line managers
- Senior Leadership Team (SLT)
- Directors
We also present the overall company position both including and excluding Non-Executive Directors (NEDs).
Fair pay and representation go hand in hand. We value our people, and we know that closing the ethnicity pay gap means listening to, supporting, and creating fair opportunities for employees from all ethnic backgrounds across Genius Within.
Key Findings for 2026 – Pay Gap by Organisational Level

Non-Managerial Employees
- Global Majority (GM) employees earn 6% more than White employees. This tells us that pay is fair at this level and that our clear pay bands help everyone have the same chance to progress
- First-Line Managers
- GM employees earn 1% more than White employees. This reflects that first line managers are paid fairly and have good, equal opportunities to build their skills and progress
- Senior Leadership Team (SLT)
- White employees earn 11% more than GM employees. This continues to be the key area where inequality shows up. It highlights how important it is for us to support Global Majority employees who aspire to senior leadership, so they have the same chance to progress
- Directors
- No pay gap at this level. GM and White Directors earn the same median hourly pay. This equality is important because it reflects that we are, a people centred organisation that values fairness, inclusion, and representation
Company-Wide Pay Gap
Here we explain how including and then excluding Non-Executive Directors (NEDs) helps us understand their impact on the overall pay gap.
- Including NEDs
- GM employees earn 5% more than White employees. With NEDs included, Global Majority employees earn 5% more than White employees. This reflects positive representation at governance level and shows that pay is fair at the top of the organisation
- Excluding NEDs
- White employees earn 7% more than GM employees. The 7% pay gap happens because SLT has more White employees, and their pay is higher, which affects the overall result
What the Results Mean
- Most employee groups across Genius Within are paid fairly
- GM earn more in 3 employee groups, (non-managerial employees, first line managers and Company-wide including NED’s) employees earn slightly more than White employees
- The main pay gap appears at SLT level, where GM employees earn less than White employees
- Including NEDs changes the overall picture, because GM employees are represented in these roles and this raises the average pay for GM employees
- When we exclude NEDs, the SLT pay gap becomes clearer at 7% and has the biggest impact on the overall results
Where we’ve made progress at Genius Within
- Fair pay continues across non-managerial employees and first-line manager roles
- A pay gap remains at SLT level, so this is an area for focus at GW
- Our clear pay bands and structured progression help support fair outcomes for people across most levels
- Having GM representation within our NED group shows positive progress in diversifying our governance
What’s next for Genius Within
- We want to make sure everyone at Genius Within has fair, accessible opportunities to grow. This includes strengthening leadership pathways for Global Majority employees by offering more coaching, mentoring, and chances to learn from senior leaders
- We’ll also keep using clear pay bands and reviewing SLT pay each year, so our decisions stay transparent and support equity. As we bring new people into senior roles, we’ll make sure these choices reflect our commitment to balanced representation
- We’ll keep listening to our people through ERG spaces and ongoing collaboration, so their real experiences guide what we do next
- We’re also making career development easier by showing clear steps for progression, improving internal promotion routes, and keeping development opportunities consistent across Genius Within
- All of this helps us create a workplace where everyone can see a future for themselves and feel supported to move forward
- At Genius Within we continue to have fair and consistent pay across most levels. Although there is still a gap at SLT level, we see this as an important opportunity for growth in the year ahead
- We’re committed to staying open, accountable, and always learning as we guide the Good Ship Genius forward, creating a space where everyone can thrive.
We would encourage everyone that does not yet participate to learn more about the Ethnicity Pay Gap Campaign here.