Introduction
At Loong-Sails, we believe that transparency is the foundation of trust. As a specialist sailmaker and marine equipment provider, our success depends on the skill, dedication, and diversity of our team. We are committed to fostering a workplace where everyone, regardless of gender, has the opportunity to thrive.
We are publishing this report in line with the UK Government’s gender pay gap reporting requirements. This is not simply a regulatory exercise; it is a vital part of our strategy to ensure that Loong-Sails remains a fair, equitable, and competitive employer in the marine industry.
Our 2026 Data
The figures below represent the snapshot date of 5 April 2026. The gender pay gap shows the difference in the average pay between men and women across the entire organisation. It is not the same as “equal pay,” which compares men and women doing the same jobs. We confirm that men and women at Loong-Sails receive equal pay for equal work.
| Metric | Loong-Sails Result |
|---|---|
| Mean (Average) Gender Pay Gap | 9.8% |
| Median Gender Pay Gap | 7.2% |
| Mean Bonus Gender Pay Gap | 14.5% |
| Median Bonus Gender Pay Gap | 11.3% |
| Proportion of Employees Receiving a Bonus | Women: 88% / Men: 91% |
Pay Quartiles
To understand where our gap exists, we break our workforce into four equal groups based on hourly pay. This shows the representation of men and women at different levels of the organisation.
| Pay Quarter | Women (%) | Men (%) |
|---|---|---|
| Upper (Highest Paid) | 32% | 68% |
| Upper Middle | 38% | 62% |
| Lower Middle | 44% | 56% |
| Lower (Lowest Paid) | 51% | 49% |
Understanding Our Results
Our median pay gap of 7.2% means that for every £1 a man earns, a woman earns approximately 93p. While this is lower than the national average for the manufacturing and engineering sectors (which often sits above 10-15%), we acknowledge that we still have work to do .
The data shows that our pay gap is driven primarily by representation. Currently, there is a higher proportion of men in senior leadership and specialist technical roles (the Upper and Upper Middle quartiles). The marine and manufacturing industries have traditionally seen lower numbers of women entering the trade, which is a challenge we are actively working to address . Our lower quartile, however, shows strong female representation, reflecting the diversity in our production and support teams.
Our Action Plan
We believe in accountability. Following the recent UK Government guidance, we are voluntarily implementing a structured action plan ahead of the mandatory requirements coming into effect in 2027 . Our commitments are focused on three key areas:
- Attracting Diverse Talent
We are reviewing our recruitment processes to ensure job descriptions are inclusive and we are advertising roles on platforms that reach a broader audience. We are also establishing partnerships with local colleges to promote careers in marine engineering and sailmaking to young women. - Developing and Promoting Women
We will be introducing a formal sponsorship programme to ensure that women in middle-management roles have visible advocates at the senior leadership table. We are setting a target to increase female representation in the top two pay quartiles by 5% over the next three years. - Embedding Transparency
We will continue to review our pay and bonus structures annually to ensure no unconscious bias exists in discretionary rewards. We are training our managers on inclusive leadership and fair performance management practices .
Closing Statement
Loong-Sails is proud to be a British manufacturer with a global outlook. We know that diverse teams make better decisions, and we are committed to being part of the solution. This is not a one-off statement but a continuous journey. We will update our progress against this action plan annually, holding ourselves accountable to our team, our customers, and our community.
If you have any questions regarding this report, please contact us at hr@loong-sails.co.uk.
Signed,
Mike Robb
Manager, Loong-Sails
Date: 27 March 2026