What is the gender pay gap?
Since 6 April 2017, companies with more than 250 employees are required by law each year to publish their gender pay information, covering pay and bonuses, showing the overall difference between the earnings of men and women. Gender Pay differs from Equal Pay as it is concerned with the differences in pay between men and women irrespective of their role; whereas, equal pay deals with the pay differences between men and women who carry out the same or similar jobs.
The TÜV SÜD Group does not tolerate discrimination and is committed to equal opportunity. We actively promote diversity, equality, inclusion and belonging, recognising their importance to our long-term success. This report outlines the gender pay gap for TÜV SÜD Limited, explains the factors influencing the gap, and sets out the actions we are taking to address it.
What is our gender pay gap?
The table below shows our headline median and mean gender pay and bonus pay gap based on hourly rates of pay at the snapshot date of 5 April 2026, and bonuses paid in the year ending 5 April 2026.
Why do we have a gender pay gap?
Overall, our gender pay gap is primarily driven by the under-representation of women in senior technical and leadership roles, a challenge common across the engineering and technical services sector. Key contributing factors include:
- Like many organisations in engineering, science and technical services, we continue to have more men than women in senior positions. Women make up 25.4% of our workforce (compared with 23% in 2017), and 24.6% of our managers are female.
- The mean gender pay gap has reduced significantly, from 29.3% in 2017 to 14.6%.
- Our median gender pay gap of 20.6% (down from 29% in 2017) remains above the UK national average but sits within the engineering sector median of 15 - 25% (ONS).
- The median gender bonus gap has fallen from 54.4% in 2017 to –108.3%. This negative figure means that the median bonus for women is higher than the median bonus for men. This occurs because women who receive bonuses cluster around higher mid-range amounts, while men’s bonus values are more widely dispersed, including a larger number of low-value bonuses. This distribution pulls the male median below the female median, even though the male mean bonus remains higher due to a small number of very high male bonuses.
- The quartile distribution reflects the overall gender composition of our workforce. We have seen positive progress in female representation in the upper quartile (from 8.2% in 2017 to 13.6%) and upper-middle quartile (from 15.7% in 2017 to 22.1%). However, the upper quartile remains predominantly male at 86.4%.
The TÜV SÜD commitment
TÜV SÜD is committed to fair, transparent, objective and gender-neutral reward practices. Closing the gender pay gap requires sustained, long-term focus, and we remain fully committed to that journey. Our goal is to create a workplace where everyone can thrive and to continue making meaningful progress toward gender balance at every level of our organisation. We are advancing a number of actions to further reduce our gender pay gap, including:
- Establishing the TÜV SÜD global target: By 2027 at least 30% of managers will be female.
- Engaging with TÜV SÜD Global diversity commitments and initiatives to support our global strategic aim of fostering a culture of diversity and inclusion. Involving our employees in identifying ways we can further improve diversity, equality, and inclusion.
- Embedding mandatory Code of Conduct and compliance training for all employees.
- Expanding our outreach to schools and universities to increase the pipeline of women entering engineering and technical roles.
- Continuing to promote opportunities for part-time and flexible working to potential and current employees.
- Providing supportive family friendly policies and benefits, including enhanced maternity payments.
- Supporting all employees who directly or indirectly are affected by menopause, including temporary changes to work patterns and private medical consultation.
These actions support our global 2027 targets and our long-term aim of increasing female representation in technical and leadership roles
Declaration
I confirm that the gender pay gap calculations for TÜV SÜD Limited are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Chris Guy
CEO, UK & Ireland
July 2026
