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Gender Pay Report

This report provides gender pay data for Frontier’s males and female employees. It also provides narrative to put the gender pay gap into context.

This report provides gender pay data for Frontier’s males and female employees. It also provides narrative to put the gender pay gap into context.

The gender pay data is a simple average figure for all employees within the UK workforce, irrespective of the job that they do. Frontier’s gender pay variance is largely a result of the high percentage of males in senior leadership and technical programming roles, which command a higher salaries.

Frontier regularly reviews remuneration arrangements to ensure that male and female staff receive equal pay for carrying out the same work, or equivalent work.

Gender Pay Report 2025

Introduction

Frontier is committed to being an equal opportunities employer that treats all employees and job applicants fairly. At Frontier, we ensure equal pay for equal work through internal benchmarking and annual salary reviews. We support and celebrate multiple gender identities. This report, however, references male and female genders only, in line with the Government Equalities Office guidance and as defined within the statutory Gender Pay Gap framework. We have, therefore, based the data on employees’ legal gender for the purposes of this report.

The games industry continues to face structural challenges around gender representation. While approximately 47% of UK gaming audiences are female (Ofcom, 2024), women represent just 30% of the UK games workforce (Ukie Games Industry Census). This is far short of the 48% share women represent in the overall UK working population (Ukie Games Industry Census) and 24% globally (GDC, 2026). Against this backdrop, Frontier has continued to make measurable progress, increasing female representation from 24.1% in 2024 to 25.7% in 2025.

Our ambition is to build a workforce that reflects the diversity of our players and communities. We are committed to providing an environment in which everyone at Frontier has an equal opportunity to build rewarding careers and reach their full potential.

We understand that one of the primary contributors to our gender pay variance is occupational segregation. Women are often underrepresented in technical and leadership roles, which typically offer higher salaries. The greater proportion of male to female in these areas has a significant impact on our overall gender pay variance. We recognise that addressing this imbalance requires sustained investment in early career pipelines, progression into leadership roles, and long-term cultural change.

What is the Gender Pay Gap?

Since April 2017, under The Equality Act (Gender Pay Gap Information) Regulations 2016, employers with 250 or more employees are required to publish annual statutory Gender Pay Gap calculations. Frontier is required to calculate the following gender pay data:

  • Gender Pay Gap (mean and median averages)
  • Gender Bonus Gap (mean and median averages)
  • Proportion of males and females receiving bonuses
  • Proportion of males and females in each quartile of the organisation’s pay structure.

The data is required to be published on our website and submitted to the Government Equalities Office by 4th April each year. Salary data is based on the snapshot date of 5th April 2025. The regulations also require employers to calculate and publish a separate gender bonus pay gap report that includes all bonus payments made in the 12 months leading up to and including the snapshot date of 5th April 2025. The Gender Pay Gap is the difference between the average hourly rate of pay received by all male and female employees across an organisation, irrespective of their role or seniority. This is distinct from Equal Pay Laws, which require males and females performing equal work to be paid equally.

Gender Pay Gap reporting utilises two types of averages:

Mean

The mean Gender Pay Gap is the difference between the average hourly rate of pay for females and males. This is calculated by adding the rate of pay for each gender and dividing it by the number of employees, which is then reported as a percentage difference.

Median

The median Gender Pay Gap is established by ranking the hourly rate of pay for each gender from lowest to highest. The middle number for both ranges is taken, and the percentage difference is then calculated.

Our Data

The gender pay gap in this report is for the ‘snapshot’ date of 5th April 2025.

Gender Pay Gap

 2025YoY change
Frontier mean gender pay gap13.3%▲ 0.4%
Frontier median gender pay gap9.1%▼ 0.2%

Bonus Pay Gap

 2025YoY change
Frontier mean bonus pay gap13.1%▲ 0.3%
Frontier median bonus pay gap9%▲ 9.0%
Percentage of females receiving a bonus at Frontier90.1%▼ 6.1%
Percentage of males receiving a bonus at Frontier91.4%▼ 3.7%

Gender balance by quartile

Gender Pay Gap Report 2025

During the reporting year, a bonus payment was made to all eligible employees in September 2024 as part of Frontier’s all-staff annual bonus scheme. People who joined Frontier after this payment and were employed as of 5th April 2025, are categorised in the data as “No Bonus Received.” It should be noted that this annual staff bonus scheme is distinct from the one-off flat-rate bonus that was awarded to all employees, except the senior leadership team, during the 2023-2024 reporting year.

At the reporting date, Frontier’s workforce was 74.3% male and 25.7% female. This represents the third consecutive year of improvement in our gender balance, increasing from 24.11% female in 2024 and 22.9% female in 2023.

It is important to acknowledge that, as of February 2025, approximately 2% of Frontier’s employees identify outside of the two Gender Pay Gap reporting genders as defined by the Government Equalities Office.

Looking Forward

We are pleased to note ongoing progress indicated by this year’s data, marked by a third consecutive year of increased female representation at Frontier and improved gender balance at senior organisational levels. Following the reporting period, the female representation in our Executive Board has been further enhanced, including our newly appointed CEO, Jo Cooke, resulting in an equal number of male and female members making up the Executive Board. The PLC Company Board is chaired by Ilse Howling, recipient of the 2026 AIM Non-Executive Director of the Year award and maintains balanced gender representation among its four Non-Executive Directors, three Executive Directors, and the Company Secretary. These outcomes demonstrate our sustained commitment to advancement and diversity, while acknowledging that there is still further work to be done to balance the gender representation.

Our data continues to show that the primary driver of our gender pay gap is occupational segregation, with women underrepresented in technical and senior leadership roles that typically attract higher rates of pay. Addressing this imbalance requires long-term action and continued investment.

Over the coming year, we will maintain our focus on building diverse talent pipelines and supporting progression into technical and leadership roles. We will continue to review our pay, bonus and progression outcomes to ensure fairness, transparency and consistency.

While the wider industry continues to face challenges around gender representation, we remain committed to creating an environment where everyone at Frontier has an equal opportunity to develop, progress and build a rewarding career.

Jo Cooke

Jo Cooke
Chief Executive Officer
Frontier Developments Plc

Yvonne Dawes

Yvonne Dawes
Head of HR
Frontier Developments Plc

Statutory Disclosures

We confirm that the data in this report has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

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