The UK gender pay gap differs significantly from equal pay. Equal pay is about paying women and men equally for equal work and we remain committed to this. The gender pay gap is about measuring the difference in average pay between men and women in all roles across the organisation. There are a number of factors that can drive differences in pay, such as job level, location and type of role.
Northrop Grumman UK Lt. Annual Reports
Our customers trust us to tackle tomorrow’s challenges today, and that’s why we don’t just leverage the latest technologies – we create them.
Being part of Northrop Grumman UK means becoming part of history and shaping the future. This is a great responsibility which is why one of our core business values is We Do the Right Thing. By holding this value centrally, we not only maintain the highest standards of ethical and legal conduct but make positive differences to the communities we serve.
We pay people fairly and equally for work regardless of gender. However, we do have a gender pay gap within NGUKL, as defined as the difference in the average pay and bonuses of all men and all women across the company, regardless of role or level in the organisation.
Since our first report in 2017, our mean pay gap has reduced significantly from 27.3% to 2.2% in 2024. This demonstrates our commitment to doing the right thing and ensuring that women have access to a full range of exciting development opportunities in our business.
We continue to work with internal and external partners to provide development pathways, particularly in support of the STEM related areas of science, technology, engineering and mathematics.
We are always seeking out new and innovative ways to encourage female participation in STEM and leadership career paths to ensure that we identify and remove any obstacles to growth for our current and potential employees.
In this report, we set out the reasons for the gender pay gap and the ways in which we are actively working to reduce it further given that doing so remains a strategic priority for our business.
I confirm that NGUKL’s gender pay gap data has been collected and presented in this report in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Our vision is a more connected and protected world and a universe better understood.
Bringing this vision to life is our team of over 95,000 employees globally who transform seemingly impossible ideas into realities. They are the driving force of our company, and the diverse backgrounds and experiences they bring help our company thrive.
The strong culture of belonging we have built together is one of our greatest assets at Northrop Grumman. Our shared purpose and ethics enable us to foster transparency and trust, innovate fearlessly, operate with excellence, and take bold action when necessary. In 2022, our UK team took significant
steps to help create a more equitable workplace – work that continues today and is detailed in this report.
Across Northrop Grumman, we continue to invest time and resources in building a more equitable company and world – from our Code of Conduct to employee trainings to funding educational STEM programs that inspire the next generation of thinkers.
We are recognized as one of the top 25 companies among the S&P 500 for our gender equality performance and we have received numerous other accolades from leading advocacy groups.
Northrop Grumman UK Ltd. (“NGUKL”), the subject of this report, is a key supplier of operationally strategic programmes in the defence, security, cyber, intelligence, information systems, and public safety communications markets, providing a range of capabilities and technologies in support of the Armed Forces, emergency services and wider government.
Our workforce composition is predominately professional, with the majority of roles in science, technology, engineering and mathematics (STEM) occupations
