Butternut Box Gender Pay Gap Report 2025

At Butternut Box, we believe in being as transparent with our Squad as we are about the ingredients in our food. This is our fourth annual Gender Pay Gap report, and we use this data as a compass to ensure we’re building a fair, equitable, and inclusive place for everyone.

Our Squad

This report looks at the gender pay gap data for our UK Squad (including both Butternut Box and Marro) and our eligible UK Brand Ambassadors. Currently, our UK Squad is made up of:

• 44% women

• 56% men

Note: In line with government guidance, Squad members who do not identify as either male or female aren't included in these specific statutory calculations.

Our Results

The gender pay gap is the difference in average pay between men and women across the whole organisation. It’s different from equal pay, which is about ensuring people are paid the same for doing the same or equivalent work (something we’re 100% committed to).

In our latest UK report, we’re incredibly proud to share that we’ve reached 0% Median Pay Parity. This means the "middle earner" in our UK Squad earns the same regardless of gender. Our Mean Gender Pay Gap stands at -3.4%, indicating that, on average, women in our UK business earn 3.4% more than men. This is an improvement from our 2024 gender pay gap of -12.4%. This figure was largely driven by a liquidity event where individuals had the opportunity to liquidate vested share options. Any liquidation was paid via payroll and is therefore included in these figures. We saw more women take this opportunity than men. Removing those that decided to liquidate share options, our mean gender pay gap would have landed at -6%.  2023 saw a gender pay gap of 3.7%.

Our Bonus pay gap currently shows that women who receive bonuses earn more on average than men, although this is influenced by small numbers and a smaller proportion of women are in the roles that receive bonuses than men. Bonuses are distributed in our operational site at step levels 1 - 3 and to Direct Sales Managers, Sales Reps and Brand Ambassadors. The number of women receiving it was less, but the average pay out was higher.

Understanding the Gap

These results are a testament to the intentional work we’ve put into building a balanced Squad and providing real opportunities to grow.

Progression that matters

One of the most encouraging call-outs this year is our "Tenure" analysis. We found that in the first four years of a career at Butternut, women receive higher average pay increases. This tells us our progression pathways are working to support gender equity from the very first day someone joins the squad.

When it comes to promotions, the average pay increase was 12.20%. Because women represented the majority of promotions across Steps 2 through 5, the average pay within the promoted group ended up higher.

Upper Quartile Balance: We’ve achieved a strong balance at the most senior levels of the organisation, with women now making up 52.27% of our Upper Pay Quartile.

What we’re working on next

While we’re proud of this progress, we aren't standing still. Here’s what’s on our list for 2026:

• Pay Clarity: We’re continuing to review compensation against our "Steps" framework to keep things fair and transparent. We’re also incorporating the highest standard parts of the EU Pay Transparency Framework into our UK and global markets.

• Career Programmes: We’ve boosted our training for emerging leaders. We now have tailored programs for every transition: Lead The Way (Steps 1-3), Barkademy (Steps 2-4), and Leadership Labs (Step 5+).

• Personal Objectives: We’ve introduced performance objectives so that we can measure results objectively and reward everyone in a meaningful, consistent way.

Jasmine Hudson

Chief People Officer

 Note: Because we care about pay parity, we do analysis on the whole company but due to local regulations only report UK figures officially.

Gender Pay Gap Report 2024