Gender Pay Gap report
Published April 2026 for snapshot date of April 2025
In this document, Agrii publishes its Gender Pay Gap, in line with the UK Government’s legislative requirements on Gender Pay reporting for the snapshot of April 2025.
Equality, Diversity and Inclusion are important focus areas for everyone in Agrii and are matters that remain high on our agenda, influencing all-employee training, management training, ways of working and data analysis.
Whilst reporting does remain important to us and provides useful indications of where we are making improvements or where we could do better, our principles are unchanged in that we select people for career opportunities based on their skillsets and behaviours, irrespective of their gender.
At the same time, we also seek to ensure that any selection process is undertaken in such a way that it avoids unconscious bias and recognises the importance of diversity in those applying for opportunities.
In our 2026 Annual Employee Opinion Survey, we’re pleased to see that within the ‘Diversity and Inclusion’ category of questions, we have sustained our high score consistent with previous years, reflecting the continued positive sentiment employees feel about ED&I at Agrii.
There are 12 other areas in the survey relating to working life at Agrii (including Reward) and we review the results by gender at both department level and company level to look at where we perform well and where we could do better.
As in previous years, we continue to expand on our collation and analysis of employee Diversity data in order to identify opportunities and focus attention where it’s needed.
That means that we’re now collating Diversity data on a voluntary basis from our existing workforce and collation of this data is now a robust part of our new-hire process, captured within our HR system which allows for data reporting at Company level in a range of Diversity metrics.
That’s in addition to our ‘pay audits’ which help to ensure there are no imbalances of pay between people working in similar roles. We welcome the potential developments to government reporting requirements for minority groups.
Supporting people who want to develop their career is a huge focus for us - we regularly identify talent from around the business for our management and leadership development programmes.
Within our talent management process, we now review the gender proportion of rising talent and future leadership potential, and we are pleased to report that 32% of our senior leadership population are women.
All employees are required to complete Diversity and Inclusion training, and our managers are also required to learn about ‘Unconscious bias’.
We put as much energy into keeping our existing talent as attracting new talent. We strive to create an environment where employees can build long and successful careers and our high rate of retention is testament to this (currently 10 years on average).
This also means it will take time to gain a more even gender balance through staff turnover but in 2025 and 2026 (to date) 29% of our retained recruits (those still with Agrii as of report publish date) have been women.
Women make up 27% of our total workforce, consistent with last year. We continue to make progress in tackling the gender balance within an industry that has been historically and still currently heavily populated by male workers.
Understanding the Gender Pay Gap
Firstly, it is important to clarify that a Gender Pay Gap is different to Equal Pay: Equal Pay is an individual measure which compares the pay for a woman and a man in the same or a similar role.
The Gender pay gap compares the mean and median pay of all women and all men at Agrii, irrespective of what role they are in.
Hourly Pay Gender Pay Gap
The average hourly pay of all men at Agrii is 21% higher than the pay of all women (mean) - this is a reduction in the pay gap since our last report (22%). The median difference is now 17%, a reduction from 20% in our last report.
Quartiles of hourly pay and the proportion of Men and Women in each
When we rank all employees from top to bottom by ‘hourly pay’ and divide the group into quarters or ‘quartiles’, the result is shown below right.
The proportion of women in the highest paid quartile of employees increased for the sixth consecutive year in a row and is now 18% compared to 17% the previous year.
The upper-middle quartile has increased by 4% to 26%, whilst the lower-middle quartile has remained the same at 28%.
We see a 3% decrease in the percentage of women in the lowest paid quartile which is 34% compared to 37% in the previous year.