Hobbycraft
Gender Pay Gap Report 2025
At Hobbycraft, we’re proud of the diverse community of colleagues who bring creativity to life every day. Creating a fair, inclusive and supportive workplace is a key part of who we are.
Publishing our gender pay gap data is an important part of that commitment, helping us understand where we are today and where we need to focus to drive meaningful progress.
“At Hobbycraft, our people are at the heart of everything we do. We’re proud of the diverse and talented community we’ve built, but we also recognise that there is more to do to ensure everyone has equal opportunity.
Our gender pay gap reflects how our workforce is structured today, particularly at more senior levels. We are committed to making meaningful progress over time by supporting development, creating clear pathways for progression, and ensuring our processes are fair and transparent.
This is a long-term focus for us, and we are committed to building a workplace where everyone can thrive.”
Gayle Warren
People Director
Key Highlights
20.43%
Women’s mean hourly pay is lower than men’s
5.21%
Women’s median hourly pay is lower than men’s
80% +
Women represent the majority across all pay quartiles
Our overall gender pay gap is primarily driven by representation at more senior levels, rather than differences in pay for similar roles.
What is the Gender Pay Gap?
The gender pay gap measures the difference between the average earnings of men and women across the organisation, regardless of role or seniority.
It is different from equal pay, which relates to men and women being paid equally for doing the same or similar roles.
We are confident that we pay colleagues equally for equal work. Our gender pay gap reflects how men and women are represented across different roles and levels within the business.
What’s Driving Our Gender Pay Gap
Our gender pay gap reflects how our workforce is structured today. Key factors include:
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A higher concentration of men in senior, specialist and leadership roles
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A workforce with a strong female majority in store-based and operational roles
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Bonus structures that are more closely linked to senior roles
These are common patterns within the retail sector and help explain why the gap is most pronounced at the upper end of the pay range.
What We’re Doing
We know there is more to do, and we are committed to making meaningful progress over time.
Our focus is on:
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Supporting more women to progress into senior and specialist roles
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Ensuring our processes are fair, transparent and consistent
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Reviewing how our reward and bonus structures support our values
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Continuing to monitor and act on our data
Like any creative process, meaningful change takes time, focus and commitment. We will continue to use our insights to inform our people strategy and decision making.
Year-on-Year Progress
When comparing this year’s results to last year, our workforce composition remains broadly stable.
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Upper Quartile: Female representation has remained stable and continues to drive the gap
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Upper Middle Quartile: Female representation has increased by 1%
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Lower Middle Quartile: Male representation has increased slightly, with balanced pay
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Lower Quartile: Female representation has increased by 2%
Encouragingly, we are seeing gradual progress in the pipeline to more senior roles.
