Gender Pay Gap Report 2025
Gender Pay Gap Report 2025
This is Copart's Gender Pay Gap Report, for the year ending 5th April 2025.
Overall, our statistics show a Median Hourly pay gap of 13.11% which shows a decreased movement from the previous year's reported Median Hourly pay gap of 15.60%.
Copart is confident that its approach for hiring new employees and the provision of pay and rewards is not biased to one gender over another. Copart operates its business from 25 locations throughout the UK. Our job roles are broadly split into four categories: LGV Drivers, Yard Operatives; admin staff and functional specialists, however, these are not in equal proportion.
All roles based in our Operations Centres, Copart has a structured pay grading system which does not favour men or women. We conduct competitive external pay benchmarking for all specialist staff to ensure we pay appropriately against the role requirements irrespective of gender.
According to the Office for National Statistics Annual Survey of Hours and Earnings, the gender pay gap among all employees decreased to 12.8% in April 2025, down from 13.1% in April 2024.
Gender Headcount
See below headcount split for the four main job categories, with a total headcount of 1716. The headcount is split as follows:
|
|
Male % |
Female % |
|
Drivers |
98.5% |
1.5% |
|
Operations Centre – Yards |
92.2% |
7.8% |
|
Operations Centre – Office |
31.7% |
68.3% |
|
Green Parts Specialists |
90.3% |
9.7% |
|
Head Office / Specialities |
57.6% |
42.4% |
Pay and Bonus Pay
Hourly pay included all elements from an employee's monthly payroll data including the variations of driver pay.
|
|
Mean |
Median |
|
Hourly Pay Gap |
-11.04% |
66.67% |
We recognise the contribution that all our employees make irrespective of their gender. In 2025 we saw that out of those who were eligible, the bonus gap for 2025 was formed by a 34% female and 66% male split. In comparison to the previous year, 2024, where we saw a split of 38% female and 62% male.
At the time of the data snapshot 298 employees were LGV drivers. Copart has 3 female LGV Drivers. Copart has compared the Median Pay Gap with and without the driver pay from the calculations, this then reduces the Mean Hourly Pay Gap to 4.39% and the Median Hourly Pay Gap decreased to 4.76%.
Pay Quartiles 2025
The following charts illustrate the gender distribution across the four quartiles of pay bands. At Copart we are confident that all men and women are paid equally for doing equivalent jobs across all parts of our business.
|
Upper Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
367 |
85.55% |
£24.89 |
£21.94 |
|
Female |
62 |
14.45% |
£31.70 |
£24.96 |
|
Total |
429 |
Gender Pay Gap |
-27.32% |
-13.76% |
|
Upper Middle Upper Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
334 |
77.86% |
£16.25 |
£16.06 |
|
Female |
95 |
22.14% |
£15.85 |
£15.48 |
|
Total |
429 |
Gender Pay Gap |
2.46% |
3.64% |
|
Lower Middle Upper Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
277 |
64.57% |
£13.33 |
£13.34 |
|
Female |
152 |
35.43% |
£13.26 |
£13.27 |
|
Total |
429 |
Gender Pay Gap |
0.54% |
0.50% |
|
Lower Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
236 |
55.01% |
£12.45 |
£12.57 |
|
Female |
193 |
44.99% |
£12.45 |
£12.60 |
|
Total |
429 |
Gender Pay Gap |
-0.29% |
-0.22% |
Pay Quartiles for 2025
14.45% of employees in the upper quartile are female, showing lower female representation in higher-senior roles. Despite their lower representation, women in this quartile have a higher mean pay.
In the lower middle quartile, female representation increases to 35.43%. The gender pay gap is minimal, indicating relative pay equity across the board.
The lower quartile, we see a stronger female representation of 44.99%. The mean gender pay gap is -0.29%, meaning women in this quartile earn slightly more than men.
Summary
Our gender pay gap data paints a strong picture of progress at Copart. The overall mean gender pay gap is 9.9%, well below the UK average of around 14%, demonstrating our commitment to fair and consistent pay.
Pay equality is a clear strength across the heart of our workforce, with the lower middle and upper middle pay quartiles showing nearly equal pay for men and women. At senior levels, women are paid competitively, earning higher average pay than men in the upper quartile — reinforcing that there is no pay ceiling for women at Copart.
Bonus outcomes also favour women, with higher average bonuses, highlighting that reward is driven by performance, not gender.
Together, these results show real momentum. As we continue to grow, we remain focused on building opportunity, supporting progression and ensuring Copart is a great place to work for everyone, where talent is recognised and rewarded fairly, regardless of gender.
Jane Pocock
CEO UK & Ireland