Named filings · through 2025
When a company's pay gap moves against its own industry
A gender pay gap of 20% means little on its own — workforces and job mixes differ too much for a raw comparison across employers to be fair. What is comparable is how an employer’s own gap moves against its own sector’s median over the same years. These four moved further and faster than their sector, in both directions.
Widened faster than the sector
WATERTON ACADEMY TRUST · Education
Fell to 20.0% in 2021, then climbed every filing since, reaching 50.99% in 2025 — +31.0 points. Education’s own median moved −1.0 points over the same span, essentially flat. Divergence: +32.0 points.
The workforce is 91% female, but women hold a smaller share of the best-paid quarter (83%) than of the worst-paid quarter (96%) — the kind of role-mix pattern that drives a raw gap even without unequal pay for the same role.
WATERTON ACADEMY TRUST against the Education median, 2017–2025.
MAMAS & PAPAS (STORES) LIMITED · Wholesale & Retail
Held between 4% and 6% for four consecutive filings, then jumped from 5.1% in 2024 to 29.9% in 2025 — the sharpest single-year move of the four. Wholesale & Retail’s median was unchanged over the same two years. Divergence: +24.8 points.
MAMAS & PAPAS (STORES) LIMITED against the Wholesale & Retail median, 2017–2025.
Narrowed faster than the sector
BA CITYFLYER LIMITED · Transport & Storage
Peaked at 52.0% in 2022 and fell in every filing since, to 27.0% in 2025 — −25.0 points, against a −1.4-point move for Transport & Storage as a whole. Divergence: −23.6 points. The gap is still well above the sector median; women hold 46% of the lowest-paid quarter but only 12% of the highest-paid.
BA CITYFLYER LIMITED against the Transport & Storage median, 2017–2025.
NATIONAL AUSTRALIA BANK · Financial & Insurance
Climbed to 38.3% in 2022, then fell for three consecutive filings to 13.6% in 2025 — −24.7 points, against a −2.2-point move in Financial & Insurance overall. Divergence: −22.5 points.
NATIONAL AUSTRALIA BANK against the Financial & Insurance median, 2017–2025.
Why divergence, not the raw number
A single year’s gap reflects one snapshot of a workforce’s role mix; it moves for reasons that have nothing to do with pay decisions, like a round of hiring or a change in who is counted. Comparing an employer with its own recent history, and setting that against the sector’s own movement over the same years, filters out most of that noise. See what the figures mean for how sector medians are built, and the sector-level version of this story for where the trend is stalling across a whole industry rather than one employer.