At CDL, we know that improving gender balance isn't achieved through quick wins - it takes sustained, meaningful action with our community, recruitment, culture and career development. Over the past year, we've continued to build on strong foundations, expanding our focus to increase the representation of women at every level of the organisation.

We're pleased to share that the proportion of women joining CDL since 2024 has risen by 2%, reflecting the impact of our targeted programmes and inclusive approach.

1. Growing early career opportunities
   We've significantly expanded our apprenticeship pathways, with our 2024 cohort being 86% female. Partnerships with Manchester Metropolitan University and S&A Academy are helping us create multiple avenues into tech careers and build a sustainable pipeline of future female talent.
2. Inspiring girls into STEM
   By working closely with schools and community groups, we're opening doors for girls to explore the world of technology. Our annual on-site events offer insight into real technical roles, allow students to meet female engineers and apprentices, and help them see that a career in tech is both achievable and welcoming.
3. Women at CDL Network
   Our employee led network continues to create visibility, support and community for women across CDL. The network focuses on confidence, connection and shared experiences.
4. Raising the profile of role models
   We regularly publish interviews and career journeys from women across engineering, cybersecurity, delivery, product and leadership. These stories showcase the varied paths into tech and highlight the achievements of women shaping CDL today.
5. Investing in development and leadership
   Women at CDL have access to internal leadership programmes and external Women in Leadership initiatives, offering practical tools, strategic development and support for progression into senior roles.
6. Embedding fair and inclusive recruitment and pay
   All our roles use gender-neutral hiring practices and fixed salary bandings. This ensures fairness at entry and consistency through progression, supporting equal pay for equal work.
7. Supporting flexible, sustainable careers
   Flexible working, hybrid options and career break support help women re-enter, grow and stay in the industry confidently. These measures strengthen retention and ensure long term career development.

The following data shows our overall gender split based on a snapshot as at April 2025.
	Female	Male
Percentage of Employees	30%	70%
This reflects an increase in women from 28% in 2024 to 30%.

The distribution of men and women across pay quartiles has improved across all levels, including an increase in the upper quartile from 22% to 25%. This shift reflects our continued focus on fair recruitment, structured development and flexible working - ensuring more women progress through their career.
Upper Quartile	25%	75%
Upper-Middle Quartile	32%	68%
Lower-Middle Quartile	31%	69%
Lower Quartile	31%	69%
We remain committed to strengthening career pathways and supporting the advancement of women into senior roles.