Gender Pay Gap reporting is a legal requirement for companies with more than 250 employees. This compares the pay of all employees across the business, across all role types.
Our Senior Vice President & Country Manager, Eurig Druce, is committed to leading a proactive approach to promoting diversity and professional equality, regardless of gender.
The data for Stellantis UK T/A SPOTICAR UK shows multiple improvements to last year.
The 2025 results are summarised below:
Indication of an hourly rate gender pay gap, where the results show males earning more than females on average, which is consistent with previous reporting years.
Despite having increased in 2024, these results have both dropped in 2025, moving closer to 0% which is our target.
The median hourly rate result is lower than the 2025 average gender pay gap in the UK, according to the Office for National Statistics (12.8%).
Females are relatively well distributed across the 4 pay quarters of the business, however there is still a requirement to balance out the representation in the lower and top pay quarters (over-representation in lower pay quarter and under-representation in top pay quarter).
The difference between who received bonus pay between males and females has increased, but only marginally (by 1.34%). The gap between these values is still very close which is a positive (1.53%).
It is positive that more employees were eligible to receive a bonus in 2025, which is beneficial to employee motivation, productivity and retention.
The results for the difference in bonus pay received are mixed, with the mean bonus pay slightly favouring females, whereas the median bonus pay favours males. Even though we have referred to females being under-represented in our highest paid roles, some of the highest paid employees we have in PCA are female therefore it is likely that the data for these individuals heavily influences the mean, resulting in the value favouring females overall.
Context and Recent Actions
Whilst the Automotive industry is still on its journey towards a greater gender balance, there is a promising level of females represented within Stellantis UK T/A SPOTICAR UK, which encompasses part of our Head Office organisation, of 38.12%. We recognise that across Stellantis we have a larger female population in the Commercial departments such as Sales and Marketing compared to the Manufacturing areas, of which many of these roles sit within PCA. Although there is still an intention to improve our gender diversity, we are also proud to have multiple senior females within PCA, acting as role models and ambassadors for our future talent and the younger generations, such as our UK leads for Brand SPOTICAR UK, Network Development, Marketing and a female Stellantis lead for Talent, Diversity, Inclusion & Wellbeing.
As a Company we regularly promote a number of initiatives and events, including the development of employee resource groups such as Armed Forces, Menopause and LGBTQ+, to drive a more inclusive culture. This is complemented by our Inclusion & Wellbeing sessions on key topics such as Gender Diversity, Ramadan, and Cancer awareness. Additionally, we are increasing our presence on LinkedIn to provide more visibility to highlight the impactful work Stellantis is doing to drive meaningful change in this area.
During the period April 2024 to March 2025, a number of positive actions have influenced these results:
The introduction of Menopause guidelines to support female employees and their line managers.
Hosted an International Women’s Day event (March 2025) – focus on ‘no fear’ and overcoming ‘imposter syndrome’.
Launched the first quarterly Women of Stellantis newsletter.
Hosted a Women of Stellantis event (October 2024) involving a coaching session with an NLP coach & practitioner.
Introduced Sales Director development centres.
Introduced free sanitary provisions in toilets.
Hosted our first annual Apprentice Awards held in February 2025.
Visited local schools to promote STEM subjects.
Introduced the Graduate Mentoring Programme within Head Office.
Continue to successfully accommodate a job share between two female employees.
Introduced a dedicated room for breastfeeding for new parents.
Conducted regular reviews of advert wording to ensure gender-neutral language.
Recruited external Trainee Zone Managers on a dedicated training programme, to attract those who may not have prior experience in Automotive.
Received Company nominations for the Autocar Great Women awards.
Conclusion
There is evidence of a gender pay gap in some of the measures above, particularly in relation to the hourly rate difference averages and the median bonus pay difference, which we will continue to look to address as part of our overall action plan. Increasing female representation in our top two pay quarters will also be a focus for us moving forward, ensuring that we are providing equal opportunities for females to develop and progress into senior, higher-paid roles. We also continue to be a member of the SMMT Diversity & Inclusion group, which includes a network of companies operating within the Automotive industry, who commit to undertake initiatives and actions, with the aim of achieving a better gender balance within the industry.
Additionally, there have been further activities happening since April 2025 which we hope will positively contribute to our next annual cycle of results. Eurig Druce says “I believe that a diverse and inclusive workforce leads to better decision-making, stronger performance, and a workplace where people want to stay and grow. At Stellantis, we are passionate about creating an environment where everyone has fair access to opportunity, progression, and reward. Addressing our gender pay gap is an important part of that commitment.
Whilst these figures reflect role distribution rather than unequal pay, they clearly highlight where we need to do more. We are committed to being open about our progress and to taking meaningful action to improve representation at every level of the organisation”.
For further information regarding Gender Pay Gap reporting or results, you can visit the government website here: Gender pay gap service - GOV.UK
