0800 078 6279
IPM continue to focus on improving the representation of women, and all under-represented groups, across all organisational levels within the company.
We Value All Employees
Transparent reporting on representation and progression
Women make up 21% of our workforce, with 40% of senior management roles held by women, reflecting a varied picture of representation across the organisation.
Our approach is guided by four key pledges, forming part of a long-term plan to improve gender representation across all levels of the organisation.
We are committed to monitoring progress, identifying barriers to progression, and ensuring fairness in both opportunity and reward. This includes taking practical steps to strengthen progression pathways and support a more balanced workforce over time.
Our Key Pledges
Gender Pay Gap Report
Data based on a snapshot taken in April 2025
IPM Workforce
Mean and Median Pay Gap
On average, female employees are paid slightly more than male employees within the organisation.
Leadership Team Average Pay Gap
Middle Management Average Pay Gap
Support Staff Average Pay Gap
Ground Staff Average Pay Gap
Pay Quartiles
Employees are divided into four equal groups based on hourly pay.
​
The pay quartiles show the gender distribution across four equal pay bands, from lowest to highest hourly pay.
Our data shows that while the overall gender pay gap is in favour of women, this is largely influenced by workforce distribution. We are committed to improving gender balance across all levels and will continue to review recruitment and progression opportunities.