CompaniesInTheUK

WINDSOR LEARNING PARTNERSHIP

Company number 09409109 ·

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Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 42.2% lower than men's (250 to 499 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 3% 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.

0 +20% +40% +60% +80% +100% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 41.5% 2018/19: 36.6% 2019/20: 32.7% 2020/21: 39.2% 2021/22: 9.5% 2022/23: 43.2% 2023/24: 53.3% 2024/25: 41% 2025/26: 42.2% Median gap 2017/18: 24.8% 2018/19: 23.5% 2019/20: 22.9% 2020/21: 21.2% 2021/22: 12.3% 2022/23: 17.85% 2023/24: 32.2% 2024/25: 24.2% 2025/26: 26.4% Mean gap 2017/18: 0% 2018/19: 100% Median bonus gap

The gap has widened since the 41.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 42.2% 26.4% — 55.4% 86.7%
2024/25 41% 24.2% — 54.4% 84.8%
2023/24 53.3% 32.2% — 54.7% 90.8%
2022/23 43.2% 17.85% — 77.1% 84.3%
2021/22 9.5% 12.3% — 51.4% 80.6%
2020/21 39.2% 21.2% — 65.2% 89.3%
2019/20 32.7% 22.9% — 55% 91.7%
2018/19 36.6% 23.5% 100% 52.9% 89.9%
2017/18 41.5% 24.8% 0% 59% 91.7%

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.