Dyson UK Gender Pay Gap Report 2024

Each year we publish Gender Pay Gap statistics for Dyson Technology Ltd. (our engineering, research and development, commercial and group functions in the UK) and Dyson Ltd. (the legal entity aligned to our GB market). Our Dyson UK company figures for 2024 are based on a single snapshot date of 5 April 2024 and compared with the same date in previous years.

Since Dyson started reporting on its Gender Pay Gap in the UK in 2017, we have maintained a positive trend within our engineering, research and development, commercial and group functions, Dyson Technology Ltd., from a median of 14.7% in 2017 to 10.1% in 2024. This is more favourable than the 14.1%* figure reported by the Office for National Statistics (ONS) in 2024 for other Engineering and Related Technical Consultancy.   

Since 2017, figures for our UK retail business have also improved, in 2024 the median difference was -3.7% (vs. 9.8% in 2017). This is also more favourable than the 7.1%* reported by ONS in 2023 for comparable Retailers.

The pie charts show the proportion of men and women in each pay quartile. The gender pay gap for Dyson Technology Ltd. is attributed to the higher proportion of men in the top two quartiles, not because men and women are paid unequally for doing the same work. Since 2018, the proportion of women in the lowest quartile has decreased from 43% to 37%, demonstrating that more women are progressing within the business and into higher paid roles. In the same period, the proportion of women in the highest quartile has also increased from 19% to 24%, as more women move into higher paid roles.

The spread across the quartiles remains similar to last year for Dyson Ltd. and is broadly comparable to the total proportions of women (46%) and men (54%) in the total headcount

The gender pay gap is the difference between the average earnings of male and female employees, expressed as a percentage of the average hourly pay rate of male employees. Both the mean and the median gaps are reported. The mean gap is calculated by totalling the hourly rates together for males and females, and then dividing this by the total number of males and females, meaning it is more prone to skew by outliers. The median gap uses the midpoint of the distribution of hourly rates for males and females instead, making it a more representative measure of the experience of male and female employees.   

The Gender Pay Gap is not the same as equal pay. Equal pay is about men and women receiving equal pay for carrying out roles that are the same, similar, or of equal value. Gender Pay Gap Reporting Regulations were implemented in the UK in 2017 – all companies with 250+ employees are required to publish details of their gender pay gap and bonus gap from a snapshot date (Dyson reports on 5 April). 

Dyson is driven by innovation, and this innovation is fuelled by different minds across the workforce coming together to solve problems and represent our customers’ needs. Since launching our internal Diversity and Inclusion strategy in 2022, we have focused on increasing the representation of women in leadership positions globally. In 2024, across all global senior management, 43% of appointees identified as female.

We have designed and delivered a range of internal programmes to increase the representation of talent at all levels across the organisation, including Dyson’s Global Sponsorship Programme. This programme connects diverse talent with senior leaders across the business to support them in overcoming barriers to progression in the workplace. In 2024, we celebrated the first cohort completing this programme.

Alongside formal development programmes, our varied employee-led networks regularly arrange training sessions, round-table discussions and speaker events to support different groups across the company. Dyson’s ‘She Leads Network’, which spans our EMEA region, is an example of one of our networks that runs events where female leaders across the business host talks to share their different leadership styles and career pathways for inspiration.

Last year we launched the global Dyson Women’s Health Network to support women’s health and wellbeing in the workplace, providing resources and allyship during critical moments. This is in addition to our existing global networks such as the Neurodiversity network, EMBRACE (supporting ethnic minorities and allies), PROUD (the LGBTQIA+ network) and the Disability Awareness Hub, all of which support employee inclusion and belonging at work.

In education, the James Dyson Foundation has been encouraging more young children and young women to study STEM subjects and pursue careers in engineering since 2002. The Foundation’s free teaching resources, athome activities and flagship student design competition, the James Dyson Award, demonstrate the diversity of careers available under the engineering umbrella. The Dyson Institute of Engineering and Technology opened in 2017, and, as of December 2024, one third of Undergraduate Engineers identify as female, compared to a sector average of 18% for engineering and technology undergraduate courses. In 2024, the Institute also welcomed its first cohort of postgraduates from a range of STEM and non-STEM disciplines, who will complete a 2-year MSc Software Engineering conversion. 41% of this cohort identify as female.

Dyson’s previous Gender Pay Gap Reports can be read here: 2023, 2022, and 2021.

*Gender pay gap in the UK – Office for National Statistics