CompaniesInTheUK

RIDGEWAY LEARNING PARTNERSHIP

Company number 08056991 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 8.2% higher than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 52% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 578 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 388 employers 22.5% to 25.0%: 356 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,642 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

-30% -20% -10% 0 +10% +20% +30% +40% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 12.6% 2018/19: 10.8% 2019/20: 10.6% 2020/21: -0.6% 2021/22: -0.6% 2022/23: -10.7% 2023/24: 3.6% 2024/25: -5% 2025/26: -8.2% Median gap 2017/18: -10.2% 2018/19: 14% 2019/20: 5% 2020/21: -2.7% 2021/22: -2.7% 2022/23: 0.2% 2023/24: -1.8% 2024/25: -4% 2025/26: -9% Mean gap 2017/18: -21.3% 2018/19: 9.1% 2020/21: -16.4% 2021/22: -16.4% 2022/23: 33% 2023/24: 38.3% 2024/25: 15.7% 2025/26: 7.7% Median bonus gap

The gap has narrowed since the 12.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -8.2% -9% 7.7% 82% 64%
2024/25 -5% -4% 15.7% 82% 70%
2023/24 3.6% -1.8% 38.3% 81% 71.3%
2022/23 -10.7% 0.2% 33% 81% 79%
2021/22 -0.6% -2.7% -16.4% 80.4% 64.6%
2020/21 -0.6% -2.7% -16.4% 80.4% 64.6%
2019/20 10.6% 5% — 78.3% 75%
2018/19 10.8% 14% 9.1% 78% 56%
2017/18 12.6% -10.2% -21.3% 73% 58%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.