Our 2017 pay gap and what we’re doing to narrow it

We don’t believe in girl jobs and boy jobs – we believe in job opportunities for everyone regardless of gender.

At Virgin Media we are committed to building a diverse and gender balanced workforce which reflects the customers and communities we serve and ensures our people can be their best selves at work.

As a company, we are committed to addressing gender representation and supporting women in the workplace. We have a target to achieve 50/50 gender parity by 2025 and have a number of programmes already in place to deliver this, such as our Early Careers programme which focusses on Science, Technology, Engineering and Maths (STEM) roles and Boomerang, which enables our people who have had a career break to get back into a role at Virgin Media.

Today we publish our 2017 gender pay gap results. While our results are better than the UK average – our median gender pay gap is 17.4% while the UK national average is 18.1% - we’re never ones to settle for being average. That’s why we’re implementing three inclusion pillars to reduce our gender pay gap and build a diverse workforce that represents the diversity of the people and communities we serve:


1. Attract and nurture the widest possible talent pool. For example, we’re going to make sure that on any shortlist for a role we have at least one female candidate in the final three.
2. Equip and empower our leaders to own and drive inclusion. We’re going to measure and reward our leaders for demonstrating inclusive behaviours, among other activities.
3. Make inclusion a normal part of what we do and who we are. For example, we’re improving our policies, tools and ways of working to enable people to deliver their best.

More detail on our results and exactly what we plan to do in each of these three areas can be found in our published report.