Pay gaps at Nationwide

Which is why at Nationwide, we are building an inclusive culture where everyone can thrive and is supported to reach their full potential.

We have set ourselves measures of success that cover inclusion and diversity, and we look at our progress towards these. Alongside these measures, we publish our gender and ethnicity pay gaps.

Companies with more than 250 employees must publish their gender pay gap statistics before 5 April every year.

Pay gaps are the difference in average hourly pay, when comparing different groups of people within an organisation. For example, the gender pay gap compares all women with all men.

While we recognise that there are many gender identities, for government reporting we have to report on men and women.

There is no legal requirement to report ethnicity pay gaps. However, at Nationwide, we believe it’s important to report this figure.

To calculate our ethnicity pay gap, we compare the average pay of ethnically diverse colleagues to non-ethnically diverse colleagues. Colleagues can record their ethnicity on our HR system. Ethnically diverse includes people identifying as Black, Asian and minority ethnic, and non-ethnically diverse includes people identifying as White.

We’re pleased that over 90% of colleagues chose to confidentially record their ethnicity. This gives us a good understanding of our pay gap and helps us track our progress.

As of 5 April 2025, our mean gender pay gap is 26.6% and our mean ethnicity pay gap is 6.1%.

Since our last report, our mean gender and ethnicity pay gaps have reduced due to changes in our workforce population.

You can read more about our pay gaps, and our commitment to inclusion and diversity, in our downloadable narrative and related links.