Introduction
As required under UK gender pay reporting regulations, CRU presents its 2025 Gender Pay Gap Report, which sets out the differences in average pay and bonus pay between men and women. However, the figures tell only a part of the story. Understanding what sits behind them – voice, visibility, access to opportunity and the lived experience of inclusion – is essential to creating the conditions where everyone can advance and thrive.
In an industry long shaped by traditionally male‑dominated roles, our Gender Pay Gap Report reflects the structural legacy rather than how we value people doing the same work (equal pay under the Equality Act 2010). This report gives a clear view of where we stand today and how we can make further progress. By increasing women’s representation in higher‑paid operational, technical and leadership roles, as well as supporting career development, we are committed to continue focusing on our workforce profile.
Our Continuous Focus
CRU actively promotes the visibility of women business leaders in our industry – through inviting women to speak and moderate at our key events or placing them at the centre of senior-level industry discussions. This also creates further opportunities for women to demonstrate expertise and perspective in thought leadership, providing platforms where they are recognised as business leaders by peers, customers and partners.
We also work in partnership with external organisations – such as Women in Mining, International Women in Mining (IWiM), and the Association of Women in Metals Industries (AWMI) – to deliver bespoke sessions, including peer-to-peer panel discussions and events discussions.
These partnerships create supportive spaces where women can share experiences and challenges, learning from one another and building valuable networks that support career development. By sharing leadership pathways and how they overcome challenges, women can advance their careers as new opportunities open up.
Equally, all of our colleagues thrive in an environment where they feel safe and respected. CRU has reaffirmed its commitment to supporting this by introducing global anti-harassment and anti-bullying policies, annual training for all employees, as well as introducing a Code of Conduct at our events. This is to ensure we set expectations clearly, remain alert to behaviour which may be intimidating or uncomfortable, and provide a base line for psychological safety, which reinforces the standard of professionalism we want to be known for.
CRU also supports the next generation of women business leaders through awards and partnership initiatives at events, designed to help emerging professionals build their brand and careers.
Closing gender pay gaps is not only about today’s leadership – it is about strengthening the talent pipeline so that future women business leaders can flourish through equitable access to experiences, sponsorship and opportunity.
Some examples of how CRU supports women in our industry around the globe:
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Kimberlie Henry who won the 2025 SMU NexGen award, alongside Nicola Coslett, CEO of CRU Communities
2. Sessions at World Aluminium in London 2024, featuring a panel dominated by women experts
3. SMU Steel Summit – fireside chat with Karla Lewis, CEO, Reliance Inc.
4. Lynn Lupori, Head of CRU Consulting in the Americas, moderating sessions with Kevin Dempsey, President and CEO, American Iron & Steel Institute; Jarry Richardson, Executive Director, CSN LLC; Philip Bell, President, Steel Manufacturers Association
5. Middle East Sulphur (MEScon) Event 2023, highlighting women in engineering
6. Another SMU Steel Summit – working with our partners in delivering a “Women in Steel” panel, attracting strong speaker and audience participation
At CRU, we understand that family and personal commitments go hand-in-hand with work, which is why we are proud to offer family-friendly benefits, support and working arrangements globally, such as:
- Flexible working
- Hybrid working
- A UK workplace nursery benefit to help working parents with financial pressures
- Global Employee Assistance Programme – support for any financial, family, health, or other personal challenges
UK Gender Pay Gap Reporting Data and Analysis
As of April 2025, the UK workforce at CRU comprised 39% women and 61% men. We are still working to improve our quartile distribution, however while there is a good distribution of women across the business, there are fewer represented at senior levels. This continues to contribute to the pay and bonus gaps.
- 21.2% of employees in the upper hourly pay quarter are female (n.b, highest paid jobs)
- 36.8% of employees in the upper middle hourly pay quarter are female
- 41.6% of employees in the lower middle hourly pay quarter are female
- 56.5% of employees in the lower hourly pay quarter are female (n.b. lowest paid jobs)
There is a median gender pay gap of 24.6% – measuring the middle (median) earnings of male employees vs the middle earnings of female employees. Put simply, for every £1 earned by a CRU male employee in the UK, a female employee earned 75p.
Based on the April 2025 reporting cycle, 69% of women received bonus pay, compared with 81% of men. The median bonus pay for women was 13% lower than for men. This continues to be driven by a higher proportion of men in senior roles, as well as factors such as a greater share of women working part‑time.
Our Future Plans and Commitment
Alongside continuing to be advocates for “Women in Leadership”, “Women in Mining”, and “Women in Steel”, among other groups, we continue to be dedicated to improve our pay gap, and ensure women at CRU continue to have a voice, be heard and grow, while having the support to develop in their careers. We will always aim to adhere to our diversity, equity and inclusion (DEI)objectives, and be an inclusive and diverse organisation.
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