Dyson UK Gender Pay Gap Report 2025

Each year we publish Gender Pay Gap statistics for Dyson Technology Ltd. (our engineering, research and development, commercial and group functions in the UK). Our Dyson UK company figures for 2025 are based on a single snapshot date of 5 April 2025 and compared with the same date in previous years.

Dyson started reporting on its Gender Pay Gap in the UK in 2017. Since then we have continued 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 8.8% in 2025. This is more favourable than the 16.4% figure reported by the Office for National Statistics (ONS) in 2025 for Professional, Scientific and Technical Activities.  

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 2021, the proportion of women in the upper middle quartile has increased from 26% to 32%, In the same period, the proportion of women in the highest quartile has also increased from 19% to 26%. This demonstrates that more women are progressing within the business and into higher paid roles.

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).

At Dyson, we’re committed to building teams with diverse backgrounds and perspectives – because better ideas come from different viewpoints. We strive to create a workplace where everyone feels they belong.

We know lasting change starts early. That’s why we support the next generation through the James Dyson Foundation, James Dyson Award, and the Dyson Institute. These initiatives encourage young people – especially girls and young women – to pursue STEM. Today, women make up 33% of Dyson Institute undergraduates, outpacing the UK engineering average.

We’re making progress, but we know there’s more to do. Every day, we’re working to ensure Dyson is a great place for everyone.

Dyson’s previous Gender Pay Gap Reports can be read here: 2024, 2023, 2022, and 2021.

Dyson Ltd Entity not reported on for 2025 as no longer meets the 250 employee threshold.

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