The Gender Pay Gap 2024 is based on snapshot data taken on 5 April 2024. When this snapshot data was taken, the overall workforce contained 1,540 workers, with 558 men and 982 women
Last updated 25.7.2025
Gender Pay Gap Report 2024
Throughout the year, the RHS has continued to put inclusion at the forefront of what we do to ensure that the RHS is a fair and inclusive work environment. Since the previous gender pay gap report, we have continued to embed inclusion in everything we do through creating dedicated Diversity, Inclusion and Wellbeing action plans for the different teams and departments at the RHS. With the Diversity, Inclusion and Wellbeing action plans, we seek to evolve our processes and ways of working to provide a better experience for all our people, volunteers and visitors.
What is the gender pay gap?
The gender pay gap is a measure of the difference of the average hourly pay between men and women across an organisation. As the RHS is a UK employer with more than 250 employees, we have a duty to carry out gender pay gap reporting. The pay gap reporting includes all workers at the RHS, which includes all full time and part-time staff, and casual employees and contractors.
In 2024, the gender pay gap details are as follows:
The proportion of men and women in each of the pay quartiles are as follows:
Summary
- Both the mean (13.79%) and median (6.27%) gender pay gap at the RHS in 2024 is in favour of men. However, the median measure remains well below the national average of 13.1%
- The RHS continues to employ more women than men, with women representing 63.8% of our workforce. This remains higher than the national average which is 51%
How the gener pay gap is being reduced
At the RHS, people are regarded as the greatest asset, and efforts continue to be focused on developing an inclusive culture that attracts, retains, and develops a diverse workforce.
- People Development Programmes – Managers on the Growing Leaders’ Academy and the Growing Managers’ Academy undertake training modules where inclusion is embedded in all areas of the employee lifecycle
- Promoting careers in horticulture – The New Shoots initiative led by the Learning and Public Engagement Division raises the profile of horticultural careers and its opportunities through targeted engagement with historically underrepresented groups in the horticultural sector
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