Our gender pay gap report
Background
We are an international aviation company with locations worldwide. From 2024, for purposes of gender pay reporting, there are 2 areas of our UK business that now meet the number of people employed for us to report on our gender pay gap within these companies. These areas of the UK business are Gama Aviation (UK) Ltd and Gama Aviation (Engineering) Ltd that have operations across England, Scotland and Wales (these legal entities sit behind our strategic business units which are: Aircraft Management & Charter, FBO, MRO, Technology & Outsourcing, and Special Mission).
Scope
This is our gender pay gap report for 2025 looking at pay data from 2024 for:
- Gama Aviation (UK) Ltd employed 356 people in the UK, of whom 84% were men and 16% women.
- Gama Aviation (Engineering) Ltd employed 260 people in the UK, of whom 86% were men and 14% women.
Approach
Our industry, in common with many businesses with a predominance of STEM skills, continues to employ more men than women. We recognise that diversity is a strength and helps us to create a more inclusive environment. We are actively focussing on improving the representation of women within our own business and the industry more widely. We value the skills, knowledge, experience, and ideas they, and all our people, bring.
The gender pay gap is an important measure for us, to help us understand how we
are doing in this respect.
Definitions
- Gender pay: The gender pay gap shows the difference between average hourly pay for women and men across all ages, roles, and levels within the company.
- Equal pay: Gender pay is different to equal pay, which is the right for women and men to be paid at the same rate of pay for work that is of an equal or equivalent value. We have robust job assessment processes and operate a framework of job grading and pay scales – gender has no bearing on what employees are paid for the role they perform across our business.
Our Gender pay gaps
This is the first year in which we are required to report our gender pay gap. The gender pay gap is the difference in the average hourly pay received by women and men on 5 April 2024. Our published Gender pay results for 2024-25 are available below and on the government website via the links below:
- GAMA AVIATION (UK) LIMITED gender pay gap report for 2024-25 reporting year
- GAMA AVIATION (ENGINEERING) LIMITED gender pay gap report for 2024-25 reporting year
Explanation of terms
What is the mean?
The mean gender pay gap is the difference in average hourly pay for men compared to women at all levels
What is the median?
The median represents the middle number point across a list of values. If we list all women and all men, the median is the middle number. The median pay gap is the percentage difference in average hourly pay for the middle man compared to the middle woman
| Gama Aviation (UK) Ltd | Gama Aviation (Engineering) Ltd |
|---|---|
Women made up:
This pay gap means women earned 72p for every £1 a man earned (using median hourly pay) |
Women made up:
This pay gap means women earned 71p for every £1 a man earned (using median hourly pay) |
Pay quarters by gender
The distribution of women and men is shown in hourly pay quarters – these are calculated by splitting the whole workforce into four equal parts based on hourly pay from highest to lowest. The percentage of women and men is then calculated for each quarter.
| Gama Aviation (UK) Ltd | Gama Aviation (Engineering) Ltd |
|---|---|
Women made up:
|
Women made up:
|
Our Gender bonus gap
We do not have a contractual bonus policy for all employees across Gama Aviation, however we do from time to time award discretionary bonuses and the results from these are below. Note: The gender bonus gap is the difference in the average bonus payments received by women and men.
| Gama Aviation (UK) Ltd | Gama Aviation (Engineering) Ltd |
|---|---|
Women made up:
|
Women made up:
|
Understanding our gaps
Our gender pay differences are in line with our comparators in the industry we work in. On average more women are in roles in the lower pay quarter, and this has an impact on mean and median gender pay gap figures.
We believe our gender pay gaps are as a result of gender distribution in job role rather than any equal pay issues.
What are we doing about it?
We value the differences a diverse workforce brings and are committed to creating, and promoting, an inclusive workplace for our people and others who work with us as suppliers and contractors.
We have clear areas of focus that we believe will contribute to reducing our gender pay gaps. Addressing it will take time, and we are committed to improving diversity and inclusion in all forms, to achieve a better gender distribution, particularly at a senior level. This will have a positive influence in reducing any gender pay gap over time. Areas of focus include:
- Reflecting the community we serve: We strive to have a workforce that reflects the community we serve, so that we can better understand their needs and in turn provide our customers with the excellent service they deserve. We are encouraging better diversity in all forms, not only gender but also ethnicity, race, disability, sexual orientation and social background. We feel it’s important that our people can feel they are making a difference by supporting local events, charities and be part of the local communities we serve. We offer all our people 2 days paid volunteering a year to undertake a variety of voluntary activities and we also sponsor a local women’s football club.
- Talent Pipeline: We also recognise the need to further invest in growing our own talent across the business at all levels. This includes, where feasible, more work experience, Industrial placements, STEM, training and development as well as further education for our people, allowing us to build a sustainable talent pipeline.
- Apprenticeships: It is essential that we continue to develop our talent, particularly in the sectors where we know there are skills shortages such as aviation and engineering. Apprenticeships are a key route to recruit, train and develop new talent, to provide exciting career opportunities and provide for our future business needs. We continue to develop and grow our apprentice programmes and strive to increase the number of female apprentices.
- Flexible and Hybrid working: We provide a supportive culture that enables people to continue to work at all levels, as their lives progress and circumstances change, and we ensure that people have the support they require to adapt. We have a hybrid working arrangement as a direct result of employee feedback and where operationally feasible, we strongly promote hybrid and flexible working and we seek to attract high quality candidates who wish to work part-time or flexibly, including in senior management roles. By offering flexible and part-time opportunities we expect to improve our gender distribution across our workforce, which will have a positive influence on any gender pay gap.
- Our Culture & Values: We are making good progress with reinforcing the fundamental principles of our culture and values. Some of the highlights we have include:
o Women in Gama Aviation networking group established 2024 – an internal networking group to discuss experiences and ideas for how we can support and promote women better in the workplace.
o Women in Aviation pledge – with published targets to reach 30% of women across our workforce by 2030 Women in Aviation – Gama Aviation
o Menopause in workplace pledge
o Our People’s wellbeing and Mental health is at the heart of everything we do, which means we ensure we have trained Mental Health First Aiders across our sites - Improving our diversity and inclusion: We are committed to ensuring that in addition to gender, all forms of diversity and inclusion, are being strengthened and further developed. We are building a workforce that reflects the diversity of the community we serve, and we will continue to focus on improving all areas of diversity and inclusion.
This includes having a published Equality, diversity and inclusion employee policy and action plan, alongside employee policies related to Equal opportunities and discrimination and Transgender Employment. We have recently launched mandatory Equality, Diversity & Inclusion training for all with Sexual harassment as our first module. Others modules include Unconscious bias, and a refresher on all things E & D & I.
We are signatories of the Race at Work charter, and silver members of the MOD Employer recognition scheme and have signed the Armed Forces Covenant. We are a members of the government’s Disability committed scheme and a passionate equal opportunities’ employer; we respect and value everyone’s contribution. We are committed to providing an environment that supports and encourages the many skills, interests, backgrounds and experiences that people from different social groups can bring. We strive to provide a workplace which is free from discrimination, harassment and bullying, and where everyone is treated with dignity and respect.
- Further promote and encourage our people to support our local communities and charities
- Ensure our people are aware of paid volunteering days available to them each year
- Continue to build our Employer brand to help attract and retain Talent
- Continue to attend local careers fairs and events
- Continue to build and promote our social media presence
- Promote career progression within and across the business using “home grown talent stories”
- Continue to build on our year on year improvements in attracting and retaining the best apprentices to our industry
- Further develop our attraction campaigns
- Build on our early careers retention strategy, have clear line of sight for development
- Continue to promote this as part of our Talent Acquisition strategy
- Promote good news stories
- Continue to ensure our values are used and linked to all we do
- Champion Women in our Business
- Continue to champion all things E,D & I
- Embed our mandatory E,D, & I training programme for all
We aim to be a place where everyone feels they belong and enjoys working and that they are treated fairly and given every opportunity to further their career.
The continued success of Gama Aviation depends on us attracting and retaining the very best talent. To do this we need to be a business that appeals to the widest and most diverse range of potential employees.
Action plan for 2025
| Area of focus | What are we doing |
|---|---|
| Reflecting the community, we serve |
|
| Talent pipeline |
|
| Apprentices |
|
| Flexible & hybrid working |
|
| Our Culture & Values |
|
| Improving our Diversity & Inclusion |
|
Our Assurance statement
I confirm that the published information has been appropriately assured and is accurate.
Louisa Gardiner
Chief People Officer
Gama Aviation
