- Both median and mean gender pay gaps decreased by 0.7% compared to 2024, extending year on year improvement
- QBE has continued to embed a range of initiatives designed to build a more inclusive and equitable workplace
QBE has continued to make year-on-year progress in reducing its gender pay gap in the UK.
The insurer has published its 2025 Gender and Ethnicity Pay Gap report, which marks the fourth consecutive year in which both the mean and median gender pay gap have shifted in the right direction.
QBE’s mean pay gap in the UK is now below 20% at 19.7%. Since 2022, its mean pay gap has reduced by 5% pts (24.7% in 2022), as well as a reduction in its median pay gap of 5.6% pts to 22.8% (28.4% in 2022).
By way of context, according to recent data, the UK insurance industry’s mean pay gap sits at 24.6% and its median pay gap is at 22.1%[1].
Key findings from QBE’s 2025 report include:
- Both median and mean gender pay gaps decreased by 0.7% pts compared to 2024, extending year on year improvement.
- QBE’s commitment to achieving fair pay during the recruitment process has contributed towards this year’s reduction, as well as continued focus on supporting the development of women in the business.
- Across seniority levels, female representation increased across all levels, with the numbers indicating improvement in mid‑career progression routes.
QBE has been reporting on its ethnicity pay gap since 2021. In 2025, QBE’s median pay gap shows continued movement towards parity (narrowed by 3% pts to -4.3% vs 2024), while the mean pay gap widened since last year, moving further away from parity (increased by 1.40% pts to 5.9% vs 2024). This has largely been driven by QBE’s focus on driving more diverse representation across all business areas, resulting in greater representation in entry-level positions than in previous years.
Nikki Lees, People Director, QBE European Operations, said:
“We are once again seeing meaningful progress towards reducing our gender pay gaps. The continued downward trajectory of our mean and median gaps reflects the work we are doing to support fair pay and balanced representation at every stage of the employee life cycle. We’re pleased to see continued progress but recognise there is more work to be done.
“Building an inclusive culture remains a priority for QBE, ensuring that we are shaping a working environment where our colleagues feel they not only belong, but have space to nurture their talents and support their career ambitions. We will look to continue to build on the great initiatives we have put in place in 2025.”
Some of QBE’s inclusion and development initiatives in 2025
QBE has continued to embed a range of initiatives designed to build a more inclusive and equitable workplace:
- Inclusion workshops to over 500 UK People Leaders, representing 71% of UK leadership.
- Providing all employees with easier access to mentoring, gigs, secondment opportunities and development resources to support progression through a new internal hub.
- Continued partnership with the ISC Group, offering tailored development and coaching for women at multiple seniority levels.
- Ongoing career coaching for colleagues from Global Ethnic Majority backgrounds (GEM) to strengthen leadership pathways and progression.
- Expansion of QBE’s Schools Partnership Programme, now active in London, Leeds and Chelmsford, supporting early career inspiration and community impact.
- Enhanced parental leave provision continues to be widely accessed, with 157 employees having utilised the benefit since its introduction in 2023 and 96% take-up among fathers.
- Broader commitments to flexible working, inclusive hiring, belonging targets and investment in women in leadership pathways.