We are committed to fair pay and equal opportunity for everyone at Clean Slate.

Clean Slate (UK) Ltd is required by law to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The figures below are based on a snapshot date of 5 April 2026.
The median gap compares the middle hourly rate for women with the middle hourly rate for men.
The mean gap compares the average hourly rates.
Clean Slate does not pay bonuses. In the 12 months to 5 April 2026, 0% of women and 0% of men received a bonus, so there is no bonus pay gap to report.
We list every employee from the highest hourly pay to the lowest and split the list into four equal groups, called quartiles. Each quartile contains the same number of people. For each one, we show the share of women and men.
Mean: our gap of 7.21% compares with an average of 10.7% across UK employers reporting under the same regulations (PwC, 2025/26 reporting year).
Median: our gap of 0.6% compares with an average of 8.1% across UK employers reporting under the same regulations (PwC, 2025/26 reporting year) and 12.3% for all UK employees (Office for National Statistics, April 2026, provisional).
ONS figures use a different method from employer reporting, so the ONS comparison is for context only.
Women and men in typical roles at Clean Slate are paid almost equally. Women make up the majority of our workforce in every pay quartile, including 67.7% of our highest-paid roles.
I confirm that the information in this report is accurate.
Office for National Statistics (2026) Gender pay gap in the UK: 2026. Available at: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2026.
PwC (2026) UK gender pay gaps continue to narrow as focus shifts from reporting to action. Available at: https://www.pwc.co.uk/press-room/press-releases/research-commentary/2026/uk-gender-pay-gaps-continue-to-narrow-as-focus-shifts-from-repor0.html.