Gender Pay Gap Report 2024 - 2025

Gender Pay Gap Progress - Driving equity through integrity and accountability

At Jagex, fairness, integrity and long-term ambition underpin how we build our teams and grow our business. We are committed to maintaining an inclusive workplace and to being transparent about our gender pay outcomes. In line with UK Government requirements, we publish our Gender Pay Gap report annually.

The gender pay gap measures the difference in average earnings between men and women across the organisation. This is not the same as equal pay, which relates to paying men and women equally for performing the same or equivalent roles. Our gender pay gap reflects the distribution of men and women across different roles and levels of seniority within the company.

For the 2024–2025 reporting period, our mean gender pay gap has reduced to 10.7%, continuing a positive trend over the past two years (25.8% in 2022–2023 and 13.6% in 2023–2024). This sustained reduction reflects improved female representation at senior leadership level, which increased to 37.1% in December 2025, up from 30.1% in 2024.

While this progress is encouraging, representation within the highest pay quartile remains an important focus area. Women continue to be more strongly represented in the lower and middle pay quartiles, with men still over-represented in the upper quartile. This distribution remains the primary driver of our overall gender pay gap. Addressing this structural imbalance through progression, development and senior-level representation remains central to our approach.

Actions and Commitments

Our progress reflects deliberate and sustained action. Over recent years we have:

• Embedded inclusive hiring practices across recruitment processes

• Strengthened leadership accountability in hiring and promotion decisions

• Introduced clearer internal career frameworks to improve transparency around progression and pay

• Continued to review pay data to ensure men and women are paid equally for like-for-like roles

We are confident in our equal pay practices and maintain robust pay governance to support fairness and consistency in compensation decisions.

Looking Ahead

In 2026, we will introduce a new Compensation Philosophy, including the implementation of clear salary bands across the organisation. This will further enhance transparency, consistency and fairness in pay decisions, supporting equitable progression across all levels of the business.

As part of this approach, we are also committing to paying at least the Real Living Wage to all employees, regardless of age.

Finally, our Environmental, Social and Governance (ESG) strategy reinforces our commitment to responsible growth. Diversity, Equity and Inclusion are embedded within our long-term business priorities, ensuring that as we scale, opportunity and reward are distributed fairly and sustainably.

Conclusion

Our gender pay gap continues to narrow, reflecting sustained progress in representation and senior leadership diversity. While work remains, we are confident in our strategy and committed to delivering continued improvement.

As Jagex grows, we will continue to ensure that fairness, transparency and integrity shape how opportunity is created and how success is rewarded across our organisation.