With an all-female Senior Management Team, provides role modelling and incentives for women aspiring to leadership roles.  Compared to 2020, the mean on women’s pay is down from 0.95% to 0.42% – this reflects a decrease in the number of males in the workforce decreasing from 155 to 150, whilst total staff numbers have increased from 606 to 617.

Drive has always supported and encouraged career development for staff of all genders, through regular supervision and appraisals, opportunities for learning and development, a 4-week onboarding programme and the achievement of recognised qualifications.  Where possible, Drive seeks to promote from within and, as a result, has a long-standing workforce of engaged and motivated employees.

Reward benchmarking is undertaken to ensure that pay and benefits are continually assessed within a fair and transparent process, based on the deliverables and accountabilities of each role, not the gender of the role holder.

Whilst this report is a positive one, Drive is not complacent and will continue striving towards its equality, diversity and inclusion goals to ensure future reports remain as positive.

​I confirm the information published in this statement is accurate. If you have any queries please contact 

Carolyn Oliver-Hall

Director of Human Resources

Gender Pay Gap 2020

Gender Pay Gap 2019