Mining Remediation Authority pay gap report 2025
Published 15 September 2025
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1. Introduction
At the Mining Remediation Authority, we’re committed to being a workplace where everyone can thrive. We believe that when people feel respected, included, and supported, they can do their best work.
This report presents our pay gaps as of 31 March 2025, providing a transparent view of differences in pay across gender, ethnicity, disability, and sexual orientation. We’re proud of the progress made to date, but the data also shows there’s still more to do to make sure all our colleagues have fair opportunities to grow and succeed.
Pay gaps reflect more than pay structures. They are shaped by wider factors such as representation, career progression and access to development. These disparities often mirror wider social inequalities. By understanding these gaps, we can take steps to improve and build a more inclusive organisation.
Over the past year, we’ve continued to make progress by strengthening inclusive recruitment practices, enhancing career development pathways, delivering training to support a more inclusive culture and creating an environment where diverse perspectives are heard and valued.
This is our seventh annual gender pay gap report, and our fifth year of voluntarily reporting on ethnicity, disability, and sexual orientation. You can read our previous reports, which help us track our progress and stay accountable, here:
We’re proud of the progress we’ve made and remain committed to building a Mining Remediation Authority that reflects the communities we serve and promotes fairness in everything we do.
2. Understanding pay gaps
2.1 What pay gaps are
A pay gap shows the difference in average pay between one group of employees compared to another. It helps highlight any disparities in earnings across different groups within our organisation.
Our gender pay gap compares the average hourly pay of men and women across all roles, ages, and levels. Likewise, ethnicity, disability, and sexual orientation pay gaps show differences between:
- white and ethnically diverse colleagues
- disabled and non-disabled colleagues
- heterosexual and lesbian, gay, and bisexual (LGB+) colleagues
By examining these gaps, we gain insight into how fairly all groups are paid and where we can improve equity across the organisation.
2.2 Equal pay
It’s important to note that pay gaps are different from equal pay.
Equal pay means that employees performing the same or equivalent roles must receive the same pay, unless there is a justified reason for any difference. This is a legal requirement.
3. Key definitions
Our pay gap analysis follows government guidance on gender and ethnicity pay gap reporting and uses the following definitions and calculations:
3.1 What we include in our hourly pay
- basic pay – the standard salary paid to employees
- allowances – additional payments, such as call-out fees
Excluded from these calculations are colleagues on maternity leave, long-term sick leave, or other reduced pay arrangements, as well as overtime. Hourly rates are calculated using contractual weekly hours to ensure fair comparison between full-time and part-time employees.
3.2 What we include in our bonus pay
The calculation for bonus pay includes:
- performance-related pay (PRP) – although we do not pay traditional bonuses, we do operate a PRP process and eligible colleagues receive an annual payment calculated as a percentage of their pay, linked to their annual performance development review score
- values awards – this scheme rewards colleagues for demonstrating our core values of inspiring trust, being inclusive, and progressive, and going the extra mile to help us be a great place to work
3.3 Key terms
- mean pay gap – the average difference in hourly pay between groups of employees.
- median pay gap – the middle value if all hourly rates were stacked up from lowest to highest.
- pay quartiles – employees are divided into 4 equal groups, based on their hourly pay, to help us see the distribution of different groups across all pay levels in the organisation.
3.4 Diversity data
All of our colleagues have completed their diversity data in our HR system and colleagues have the option to select ‘prefer not to say’. Achieving a 100% completion rate ensures we have no ‘unknown’ data when conducting analyses, helping us produce more accurate and meaningful reports.
Having complete data also helps us better understand where we can improve representation and fairness across the organisation. While some colleagues choose not to share, we’re seeing growing confidence in disclosure rates.
We’re continuing to take steps to support this progress – by creating safe spaces, improving communication, and reinforcing the value of sharing – so that more colleagues feel comfortable disclosing in future.
4. Gender pay gap
The difference in hourly pay between men and women on 31 March 2025:
| Measure | Mean | Median |
|---|---|---|
| Ordinary pay | 8.45% | 8.33% |
| Bonus (PRP) | 2.50% | 5.90% |
4.1 Workforce composition
Government regulations for reporting the gender pay gap require us to classify colleagues as either male or female. We recognise that this approach doesn’t reflect the full diversity of gender identities within our workforce. We are committed to ensuring fair treatment and reward for all colleagues and continue to support and promote inclusion for our non-binary, trans, and intersex colleagues.
As of 31 March 2025, women made up 44% of our workforce. This marks a positive increase from 39% in 2018, when we first began collecting data. While this progress is encouraging, men are still more represented across the organisation, particularly in senior leadership and technical roles.
This imbalance is partly shaped by our roots in the coal mining industry, a sector traditionally dominated by men. However, the steady rise in the representation of women in our workforce shows we’re moving in the right direction to building a more gender-balanced workforce and inclusive workplace.
4.2 Ordinary mean and median gender pay gap
Mean and median gender pay gap comparison 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean gender pay gap | 8.45% | 16.34% | -7.89 pts |
| Median gender pay gap | 8.33% | 16.14% | -7.81 pts |
In 2025, our mean gender pay gap is 8.45%, meaning on average, men earn 8.45% more than women. This is a reduction of 7.89 percentage points compared to 2024, reflecting the impact of our efforts to support women’s career development and ensure fair pay.
Our median pay gap is 8.33%, a reduction of 7.81 percentage points from 2024. This suggest that progress is being made across all levels of pay, not just at the top or bottom.
For context, in 2024 the national average mean gender pay gap was 13.10% and the Civil Service average mean gender pay gap was 7.40%.
4.3 Pay quartile distribution
Gender split by quartile 2025 and 2024:
| Quartiles | 2025 men | 2024 men | 2025 women | 2024 women |
|---|---|---|---|---|
| Lower quartile | 35.8% | 24.73% | 64.2% | 75.27% |
| Lower middle quartile | 57.5% | 60.22% | 42.5% | 39.63% |
| Upper middle quartile | 68.9% | 62.37% | 31.1% | 37.37% |
| Upper quartile | 62.9% | 72.04% | 37.1% | 27.96% |
Our latest pay quartile data shows encouraging signs of progress.
While women remain overrepresented in the lower pay quartile and underrepresented in the upper quartiles, overall, we’re seeing encouraging signs of progress, with notable shifts in gender representation across most pay levels since 2024.
- more women are stepping into leadership roles, driven by both internal promotions and external hires
- fewer women are in the lowest pay quartile compared to previous year, with a corresponding increase in male representation
- more women are entering the lower middle quartile, which often creates a pathway to more senior positions
These changes reflect our continued efforts to improve gender balance, support women’s career progression, and build a fairer, more inclusive workplace for all.
4.4 Bonus pay gap
Mean and median bonus gender pay gap comparison 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean bonus pay gap | 2.50% | 18.68% | -16.18 pts |
| Median bonus pay gap | 5.90% | 23.66% | -17.76 pts |
Comparison of the percentage of male and female employees receiving a bonus in 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| % men receiving bonus | 79.83% | 79.81% | +0.02 pts |
| % women receiving bonus | 78.92% | 72.83% | +6.09 pts |
We’ve made good progress in closing our gender bonus pay gap.
As of March 2025, the mean bonus pay gap has reduced significantly to 2.50%, down from 18.68% in 2024, a reduction of over 16 percentage points. The median bonus gap has also fallen sharply from 23.66% in 2024 to 5.90%.
A key factor in this progress is that more women are now eligible for and receiving bonus pay as part of our PRP process. The proportion of women receiving a bonus has increased by more than 6 percentage points, helping to close the gap in who receives bonuses. We continue to monitor our PRP and values awards to ensure all colleagues are recognised fairly for their contributions.
4.5 Historical gender pay gap data from 2018 to 2025
Gender diversity 2018 to 2025:
| Year | Men | Women |
|---|---|---|
| 2018 | 61% | 30% |
| 2019 | 61% | 39% |
| 2020 | 59% | 41% |
| 2021 | 59% | 41% |
| 2022 | 58% | 42% |
| 2023 | 54% | 45% |
| 2024 | 54% | 45% |
| 2025 | 57% | 43% |
Gender pay gap 2018 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2018 | 28.28% | 31.63% |
| 2019 | 21.91% | 31.49% |
| 2020 | 19.97% | 26.49% |
| 2021 | 19.93% | 26.21% |
| 2022 | 15.97% | 17.43% |
| 2023 | 17.97% | 16.08% |
| 2024 | 16.34% | 16.14% |
| 2025 | 8.52% | 8.34% |
Gender bonus pay gap 2018 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2018 | 33.61% | 46.72% |
| 2019 | 33.09% | 34.31% |
| 2020 | 21.09% | 7.74% |
| 2021 | 20.34% | 20.58% |
| 2022 | 19.68% | 22.94% |
| 2023 | 29.11% | 36.98% |
| 2024 | 18.68% | 23.66% |
| 2025 | 2.5% | 5.9% |
5. Disability pay gap
The difference in hourly pay between non-disabled and disabled colleagues on 31 March 2025:
| Measure | Mean | Median |
|---|---|---|
| Ordinary pay | 6.13% | 2% |
| Bonus (PRP) | 6.29% | -2.96% |
5.1 Workforce composition
This is the fifth year we have voluntarily reported our disability pay gap, which measures the average difference in hourly pay between disabled and non-disabled colleagues.
As of 31 March 2025, disabled colleagues make up 15.25% of our workforce, an increase from 10.82% in 2024.
5.2 Ordinary mean and median disability pay gap
Mean and median disability pay gap comparison 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean disability pay gap | 6.13% | 4.65% | +1.48 pts |
| Median disability pay gap | 2% | 5.15% | -3.15 pts |
In 2025, our mean disability pay gap increased to 6.13%, up from 4.65% in 2024. However, our median gap improved, falling to 2.00% from 5.15% in 2024 and remains well below the national average.
Because we have a relatively small number of disabled colleagues, even small changes in roles or seniority can have a noticeable impact on our pay gap figures from year to year.
Our median disability pay gap remains well below the UK national median disability pay gap of 12.7%.
This reflects our ongoing commitment to building a workplace where disabled colleagues feel supported to succeed. From the way we attract and recruit talent, to how we support colleagues to grow and progress, we’re focused on removing barriers and enabling everyone to thrive.
5.3 Pay quartile distribution
Disability split by quartile 2025 and 2024:
| Quartiles | 2025 non-disabled | 2024 non-disabled | 2025 disabled | 2024 disabled |
|---|---|---|---|---|
| Lower quartile | 80.6% | 82.67% | 19.4% | 17.33% |
| Lower middle quartile | 83.5% | 83.78% | 16.5% | 16.22% |
| Upper middle quartile | 85.7% | 87.84% | 14.3% | 12.16% |
| Upper quartile | 88.7% | 89.19% | 11.3% | 10.81% |
We’re continuing to make progress in improving representation of disabled colleagues across all pay levels.
At the moment, disabled colleagues are more represented in the lower and lower middle quartiles, and less so in the upper quartile. However, we’re seeing encouraging signs of change:
- the proportion of disabled colleagues in the lower quartiles has increased, reflecting improved access to early and mid-career opportunities and successful recruitment efforts
- fewer disabled colleagues are represented in the upper quartile, highlighting an ongoing need to focus on inclusion in senior and leadership roles
These shifts reflect our commitment to creating a more inclusive and accessible workplace, where disabled colleagues are supported to thrive and progress at every stage of their careers.
5.4 Bonus pay gap
Mean and median bonus disability pay gap comparison 2024 to 2025
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean bonus pay gap | 6.29% | 33.95% | -27.66 pts |
| Median bonus pay gap | -2.96% | 26.53% | -29.49 pts |
Comparison of the percentage of disabled and non-disabled employees receiving a bonus in 2024 and 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| % non-disabled colleagues receiving a bonus | 79.7% | 70.34% | +9.36 pts |
| % disabled colleagues receiving a bonus | 70% | 78.57% | -8.57 pts |
We’ve made strong progress in closing the bonus pay gap between disabled and non-disabled colleagues.
This year, the average (mean) bonus pay gap has reduced significantly, and at the midpoint (median), disabled colleagues received slightly higher bonus payments than their non-disabled peers. These changes reflect a combination of more colleagues being eligible for PRP, stronger individual performance, and the continued impact of inclusive reward practices.
Although the percentage of disabled colleagues receiving a bonus dipped slightly this year, due to new starters not yet being eligible for PRP, we remain committed to ensuring that all colleagues are fairly rewarded. We continue to monitor our PRP and values-based awards, to make sure recognition is consistent, transparent and inclusive for everyone.
While year-on-year changes can be influenced by factors such as eligibility and workforce make up, particularly given the relatively small number of disabled colleagues, we remain committed to monitoring these trends carefully to ensure our recognition practices are fair and equitable for all.
5.5 Historical disability pay gap data from 2020 to 2025
Disability diversity 2021 to 2025:
| Year | Disabled | Not disabled |
|---|---|---|
| 2021 | 4.04% | 61.76% |
| 2022 | 6.75% | 57.23% |
| 2023 | 8.64% | 60.49% |
| 2024 | 10.82% | 60.49% |
| 2025 | 15.25% | 60.49% |
Disability pay gap 2021 to 2025:
| Year | Mean pay gap | median pay gap |
|---|---|---|
| 2021 | 12.83% | 7.06% |
| 2022 | 21.61% | 5.65% |
| 2023 | 38.14% | 46.05% |
| 2024 | 33.95% | 26.53% |
| 2025 | 6.29% | -2.96% |
Disability bonus pay gap 2021 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2021 | -0.12 | 0.97% |
| 2022 | 6% | 6.86% |
| 2023 | 12.44% | 14.95% |
| 2024 | 4.65% | 5.15% |
| 2025 | 6.44% | -2.96% |
6. Ethnicity pay gap
The difference in hourly pay between white and ethnically diverse colleagues on 31 March 2025:
| Measure | Mean | Median |
|---|---|---|
| Ordinary pay | 7.57% | 3.99% |
| Bonus (PRP) | 32.31% | 39.85% |
6.1 Workforce composition
This is the fifth year we have voluntarily reported our ethnicity pay gap, which looks at the average difference in hourly pay between ethnically diverse and white colleagues.
As of 31 March 2025, ethnically diverse colleagues make up 7.07% of our workforce, up from 6.62% in 2024. While this remains a relatively small proportion, we’re encouraged by this year-on-year increase and remain focused on attracting, retaining and developing colleagues from a diverse range of backgrounds.
6.2 Ordinary mean and median ethnicity pay gap
Mean and median ethnicity pay gap comparison 2024 and 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean ethnicity pay gap | 7.57% | 11.98% | -4.41 pts |
| Median ethnicity pay gap | 3.99% | 9.36% | -5.37 pts |
In 2025, we saw a positive shift in our ethnicity pay gap figures to below the national average.
Our mean ethnicity pay gap was 7.57%, down from 11.98% in 2024. The median gap also fell significantly to 3.99% from 9.36% in 2024. These improvements reflect the impact of our ongoing efforts to make our recruitment, progression and pay practices fairer and more inclusive.
We’re encouraged by this progress, especially as our pay gap is now below the most recently reported national average of 10.04% (ONS 2023). However, we know there’s more to do. Because our workforce includes a relatively small number of colleagues from ethnically diverse backgrounds, our figures can vary from year to year.
6.3 Pay quartile distribution
Ethnicity split by quartile 2025 and 2024:
| Quartiles | 2025 white | 2024 white | 2025 ethnically diverse | 2024 ethnically diverse |
|---|---|---|---|---|
| Lower quartile | 90% | 89.47% | 10% | 10.53% |
| Lower middle quartile | 93.9% | 96.43% | 6.1% | 3.57% |
| Upper middle quartile | 94% | 100% | 6% | 0% |
| Upper quartile | 93.9% | 98.21% | 6.1% | 1.79% |
Although ethnically diverse colleagues remain underrepresented overall, we’re seeing encouraging signs of progress across different pay levels:
- representation in the upper quartiles has increased, showing positive movement in senior level recruitment and career progression
- growth in the lower middle quartile, reflects both successful internal development and external hiring
- a slight decrease in the lower quartile shows more colleagues are moving into higher paid roles and being recruited into more senior positions
6.4 Bonus pay gap
Mean and median bonus ethnicity pay gap comparison 2024 and 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean bonus pay gap | 32.31% | 61.28% | -28.97 pts |
| Median bonus pay gap | 39.85% | 84.58% | -44.73 pts |
Percentage of colleagues receiving a bonus in 2024 and 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| % white colleagues receiving a bonus | 79.46% | 74.14% | +5.32 pts |
| % ethnically diverse colleagues receiving a bonus | 64.29% | 45% | +19.29 pts |
We’ve made substantial progress in reducing the ethnicity bonus pay gap.
In 2025, the mean bonus pay gap more than halved, falling to 32.31%, down from 61.28% in 2024. Similarly, the median bonus pay gap decreased to 39.85%, from 84.58% the previous year. These reductions reflect a greater number of ethnically diverse colleagues being eligible for and receiving bonus pay through our PRP process, supported by continued improvements in individual performance and the impact of inclusive reward practices.
The percentage of ethnically diverse colleagues receiving a bonus also rose from 45% in 2024 to 64.29% in 2025. While a gap still remains, we’re encouraged by this trajectory and remain focused on closing it further. We continue to monitor our PRP and values awards to ensure all colleagues are recognised fairly for their contributions.
6.5 Historical ethnicity pay gap data from 2020 to 2025
Ethnicity diversity 2021 to 2025:
| Year | Ethnically diverse | White |
|---|---|---|
| 2021 | 1.47% | 62.13% |
| 2022 | 2.25% | 62.38% |
| 2023 | 2.78% | 68.21% |
| 2024 | 6.62% | 70% |
| 2025 | 6.45% | 87.79% |
Ethnicity pay gap 2021 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2021 | 6.74% | 13.8% |
| 2022 | -0.09% | 4.19% |
| 2023 | 22.43% | 8.68% |
| 2024 | 11.98% | 9.36% |
| 2025 | 7.63% | 3.99% |
Ethnicity bonus pay gap 2021 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2021 | 31.33% | 8.6% |
| 2022 | 31.6% | 22.85% |
| 2023 | 53.05% | 38.85% |
| 2024 | 61.28% | 84.58% |
| 2025 | 32.31% | 39.85% |
7. Sexual orientation pay gap
The difference in hourly pay between heterosexual and LGB+ colleagues on 31 March 2025:
| Measure | Mean | Median |
|---|---|---|
| Ordinary pay | -12.36% | -2.77% |
| Bonus (PRP) | -15.32% | -11.52% |
7.1 Workforce composition
This is the fifth year we have voluntarily reported our sexual orientation pay gap, which measures the average difference in hourly pay between colleagues identifying as LGB+ (lesbian, gay, bisexual, and other minority sexual orientations) and heterosexual colleagues.
As of 31 March 2025, LGB+ colleagues represent 6.08% of our workforce, up from 5.32% in 2024.
7.2 Ordinary mean and median sexual orientation pay gap
Mean and median sexual orientation pay gap comparison 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean sexual orientation pay gap | -12.36% | -17.9% | +5.54 pts |
| Median sexual orientation pay gap | -2.77% | 5.99% | -8.76 pts |
In 2025, our mean sexual orientation pay gap was -12.36%, meaning that on average LGB+ colleagues earned more than their heterosexual peers. This is a narrowing of the gap from -17.90% in 2024.
More notably, the median pay gap shifted from a positive 5.99% in favour of heterosexual colleagues in 2024 to -2.77% in 2025. This indicates that, at the midpoint, LGB+ colleagues now earn slightly more.
We recognise that with a relatively small population, even minor changes in roles or seniority can lead to noticeable shifts in the data. That’s why we continue to monitor these trends carefully, to ensure fairness and consistency in pay over time.
7.3 Pay quartile distribution
Sexual orientation split by quartile 2025 and 2024:
| Quartiles | 2025 Heterosexual | 2024 Heterosexual | 2025 LGB+ | 2024 LGB+ |
|---|---|---|---|---|
| Lower quartile | 91.7% | 95.77% | 8.3% | 4.23% |
| Lower middle quartile | 96.8% | 92.86% | 3.2% | 7.14% |
| Upper middle quartile | 93.7% | 97.18% | 6.3% | 2.82% |
| Upper quartile | 93.7% | 92.86% | 6.3% | 7.15% |
Pay distribution analysis shows a mixed picture for LGB+ representation across pay quartiles:
- representation has increased in the upper middle quartile, reflecting a mix of internal promotion, new recruits and increase in declaration
- a slight decrease in the lower middle quartile reflects internal progression into higher paid roles
- increased representation in the lower quartile is linked to the recruitment of new LGB+ colleagues
We are committed to continuing our efforts to ensure LGB+ colleagues are supported and represented across all levels of our organisation.
7.4 Bonus pay gap
Mean and median bonus sexual orientation pay gap comparison 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| Mean bonus pay gap | -15.32% | -65.88% | +50.56 pts |
| Median bonus pay gap | -11.52% | -23.46% | +11.94 pts |
Percentage of colleagues receiving a bonus in 2024 to 2025:
| Measure | 2025 | 2024 | Change |
|---|---|---|---|
| % heterosexual colleagues receiving a bonus | 77.93% | 70.55% | +7.38 pts |
| % LGB+ colleagues receiving a bonus | 78.26% | 66.67% | +11.59 pts |
We’ve continued to make progress in reducing the sexual orientation bonus pay gap.
In 2025, LGB+ colleagues received slightly higher bonus payments on average than their heterosexual peers, with the mean bonus gap at -15.32%, a significant improvement from -65.88% in 2024. The median bonus pay gap also narrowed, moving from -23.46% to -11.52%.
The proportion of LGB+ colleagues receiving a bonus increased from 66.67% in 2024 to 78.26% in 2025, slightly higher than the percentage of heterosexual colleagues receiving a bonus.
These improvements are influenced by both improved declaration rates—which have enhanced the quality and reliability of our data—and changes in eligibility, such as new starters who may not have qualified for bonuses in previous years.
While year-on-year changes can be influenced by factors such as eligibility and workforce make up, particularly given the relatively small number of LGB+ colleagues, we remain committed to monitoring these trends carefully to ensure our recognition practices are fair and equitable for all.
7.5 Historical sexual orientation pay gap data from 2020 to 2025
Sexual orientation diversity 2021 to 2025:
| Year | LGB+ | Heterosexual |
|---|---|---|
| 2021 | 2.57% | 55.88% |
| 2022 | 3.22% | 54.34% |
| 2023 | 3.4% | 60.8% |
| 2024 | 3.7% | 72.75% |
| 2025 | 5.53% | 84.79% |
Sexual orientation pay gap 2021 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2021 | -39% | 4.88% |
| 2022 | -23.64% | 11.71% |
| 2023 | -26.87% | 6.04% |
| 2024 | -17.09% | 5.99% |
| 2025 | -12.31% | -2.77% |
Sexual orientation bonus pay gap 2021 to 2025:
| Year | Mean pay gap | Median pay gap |
|---|---|---|
| 2021 | -58.47% | 41.97% |
| 2022 | -59.78% | 15.58% |
| 2023 | -48.43% | 27.11% |
| 2024 | -65.88% | -23.46% |
| 2025 | -15.32% | -11.52% |
8. Addressing our pay gaps
We’re proud of the progress we’ve made in reducing our pay gaps and creating a more inclusive workplace. These improvements reflect the impact of our ongoing efforts, from inclusive recruitment and reward practices, to supporting career development for all colleagues.
But we know that there’s always more to do. That’s why we’re taking further action to build on this momentum. Our new Everyday Inclusion Plan 2025 to 2028 and Antiracism Priorities 2025 to 2028 sets out clear priorities to strengthen equality, diversity and inclusion across every part of our organisation.
Alongside this, our Business Plan 2025 to 2028 outlines how we’ll continue to invest in our people, culture and leadership to make the Mining Remediation Authority a truly great place to work.
Rather than creating a separate action plan, we’ve embedded our commitments to equality, diversity, and inclusion within our Everyday Inclusion Plan and our wider Great Place to Work Programme. These frameworks guide our work to ensure that everyone, regardless of background, has the opportunity to thrive.
The specific actions outlined below highlight some of the key steps we’re taking to continue closing our pay gaps and fostering a workplace where everyone feels valued and supported.
- strengthen our inclusive recruitment and progression
- support career development for underrepresented groups
- ensure fair and transparent pay and reward practices
If you’d like to learn more about how we’re delivering on these commitments, you can find further detail in our Business Plan 2025 to 2028, which outlines our strategic priorities for building a fair, inclusive, and high-performing organisation.