The gender pay gap is the difference between the average pay of men and women in an organisation. It illustrates how men and women are distributed throughout our range of pay.
At the RSC, we are committed to creating an inclusive, sustainable and equitable workplace.
Each year, in line with UK legislation, we report our gender pay gap data. This shows us the difference in average pay of men at women at the RSC, and how men and women are distributed throughout our range of pay.
The gender pay gap is different to equal pay. Equal pay is the difference in pay between men and women performing the same or similar work. Unequal pay is unlawful.
Our 2025 gender pay gap
April 2025 data, published April 2026
Our gender pay gap data is calculated based on the snapshot date of 5 April 2025.
Whilst the statutory reporting focusses on organisations with more than 250 employees, we calculate and address our gender pay gap across every part of the RSC. This includes RSC Enterprise, RSC Hathaway and our commercial business, which are excluded from the mandatory reporting.
The following data covers the whole of the RSC group, as we believe this gives a more accurate picture of our overall gender pay gap across our organisation. Information on our statutory gender pay gap data can be found at the end of this report.
We are pleased to report that both our median and mean gender pay gap have continued to decrease across our combined workforce.
|
|
2025
|
2024
|
2023
|
|
Median
|
13.1%
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Pay Quarters
We are required to publish data on the percentage of men and women in each pay quarter. These show the differences in the distribution of men and women throughout the pay range of an organisation.
|
|
|
Top (Upper)
|
Upper Middle
|
Lower Middle
|
Lower
|
|
|
|
42.7% |
47.2% |
30.8% |
34.6% |
|
|
|
57.3% |
52.8% |
69.2% |
65.4% |
|
|
|
44.6% |
51.0% |
27.3% |
33.2% |
|
|
|
55.4% |
49.0% |
72.7% |
66.8% |
Our pay gap has continued to reduce. This year the reduction is mainly due to an additional entity – RSC Hathaway which includes our touring and London productions. This and some positive movement of our existing female population has contributed to the slight narrowing of the gap. However, this can change in a short space of time and is largely dependent on the number of productions we have on when we measure the data.
Bonuses
No bonuses were paid.
Understanding our data
Our gender pay gap is influenced by a number of factors, including:
- What activity is taking place in the organisation, including how many shows we have in production and whether all our spaces are in use. This can vary significantly week to week, and affects how many people are working, in what roles, and at what rates of pay during the snapshot week.
- In April 2025, there were seven productions either performing or rehearsing, these were Matilda the Musical, First Encounters – The Tempest, Edward II, Much Ado About Nothing, Titus Andronicus, Kyoto and My Neighbour Totoro. All departments were therefore working, including our audience-facing teams. Given the rates of pay for these teams, this group dominates the Lower Quarter.
- We use consistent hourly rates, or annual salaries, for many of our teams to ensure that people are paid the same for doing the same job, regardless of sex or any other protected characteristic.
- Our lower paid roles are predominantly female, and the majority of applicants for those roles (and indeed across the RSC more widely) are also women. The gender workforce split remains static.
- We have increased the percentage of women in the upper and upper middle quarters, which has also had a positive impact on the gender pay gap.
Action we are taking
- We continue to focus on paying Real Living Wage rates, including to our Apprentices.
- We are continuing to review our recruitment policies, processes and practices to emphasise inclusive practices at all stages.
- We have introduced a hybrid working policy to clarify where it is possible to work in this flexible way.
- We are continuing to develop plans to review and publish our pay and reward process and create a pay policy and equitable pay framework.
Declaration
I confirm that the information contained in this report is, to the best of my knowledge and ability, accurate.
Andrew Leveson
Executive Director
