GCHQ gender and ethnicity pay gap report 2024

GCHQ is committed to building a richer mix of minds, backgrounds and cultures, whilst fulfilling our purpose: keeping the UK safe, resilient and prosperous in an uncertain and volatile world. Our success depends on our people, so it’s essential we can attract, retain, and give them the tools to flourish in our organisation. I am delighted to see that at 37.3% the overall representation of women in GCHQ is at its highest since we started publishing our gender pay gap in 2018 and our ethnic minority representation has increased to 6.5%, which reflects the progress we are making.

The number of women and ethnic minorities in our entry level roles continues to increase. Whilst this has a negative impact on our gender and ethnicity pay gaps in the short term, we are keen to see those individuals progress, making us a more diverse organisation. 

Closing our pay gaps is not a quick and easy fix, but we continue to see progress through our Inclusion Action Plan. We introduced new governance from July, providing additional oversight, challenge and scrutiny to our EDI priorities.

This year we have also collectively set the bar for what it means to treat each other inclusively and respectfully, enabling employees to thrive and have fulfilling and rewarding careers.

We are committed to closing our gender and ethnicity pay gaps and will continue to be transparent about our progress towards achieving equality in our organisation.

Anne Keast-Butler, Director GCHQ