Our 2025 pay and inclusion update

As the pace of change accelerates and the challenges facing society grow ever more complex, PA’s unwavering commitment to building a positive human future is more relevant than ever. It’s not just our purpose, it’s the driving force behind every partnership, every decision, and every action we take.

We believe that real, measurable impact starts with true inclusion. By embracing and elevating the diversity of our people, clients, and communities, we unlock the creativity and insight needed to solve the world’s toughest challenges. Our multidisciplinary teams, diverse in expertise, background, and perspective, work hand-in-hand with our clients to challenge convention, co-create innovative solutions, and turn visionary ideas into lasting, tangible outcomes.

Looking back on 2025, I am inspired by our progress to inclusion and energised by the path ahead. Our approach is embedded deeply in our values. We work better together, we act with humanity, and we own the outcome. We have focused our efforts on attracting, developing, and advancing outstanding diverse talent, knowing that inclusion is the foundation for innovation and for delivering value that matters.

This report highlights the progress we’re making and the bold steps we are taking to shape an inclusive workplace and a fairer society. It includes:

• Our 2025 gender pay gap results, published in line with UK Government reporting requirements
• Our ethnicity pay gap results, reported voluntarily to drive transparency and accountability
• Reports on disability, neurodiversity, and mental health and wellbeing in line with the UK Government’s voluntary reporting framework
• Impactful initiatives to support LGBTQ+ colleagues, working families and carers, military families, veterans, reservists, those experiencing social mobility barriers, and broader inclusion initiatives
• Our inclusion agenda for 2026, focused on measurable outcomes that drive progress for our people and society.

Our commitment to a workplace that champions human difference and diverse ways of thinking remains stronger than ever. By nurturing a culture where difference is celebrated and everyone is empowered to contribute, grow, and lead, we are building stronger teams, delivering standout results for our clients, and driving positive, systemic change for the world around us.

As we look ahead to 2026, advancing our inclusion agenda remains at the heart of our people strategy. I am delighted that at the close of 2025, our employee engagement pulse surveys show our people feel our commitment to inclusion is yielding tangible and meaningful results. We will leverage insights gained from our 2025 benchmarking exercises, engagement pulse surveys, and employee network groups to sharpen our focus and accelerate meaningful change across the firm. These learnings will guide our actions as we seek to further embed inclusion into everything we do.

A key priority will be building on the progress of inclusive sponsorship at senior levels, ensuring we create clear pathways for the advancement of diverse talent throughout the organisation. We will also actively partner with our business areas to deliver tailored, localised strategies that accelerate progress on gender and ethnicity. By deploying incisive actions and targeted programmes that meet the distinct needs of each team, we will drive measurable impact and meaningful change where it matters most.

As our business continues to evolve, we are committed to applying a diverse lens to new growth areas, making sure inclusion is prioritised from the outset. Supporting our people managers is another important focus, equipping them with the skills and resources to foster care, invest in their teams, and nurture personal and professional growth.

We remain resolute in our zero-tolerance stance towards harassment and sexual harassment, further strengthening our policies and processes to not only meet, but surpass, the expectations of upcoming legislation. In parallel, increasing data declaration rates and improving how we use and report on demographic people data will help us target our efforts where they are needed most, ensuring no one is left behind.

Finally, we recognise the transformative power of technology and are embedding ethical AI adoption into our core HR processes. By actively monitoring for bias and negative impacts, we will ensure our tools and resources remain fair and supportive for all.

By remaining focused on these priorities, we will foster a truly inclusive environment, one where everyone can develop, succeed, and contribute to our shared success.