At Funding Circle, we're on a mission to back small businesses like no other company has ever done before. To succeed, we need a team that reflects the inclusive and diverse world of our small businesses and investors we serve, who are at the heart of what we do.
This is what drives innovation and allows us to deliver a best in class customer and employee experience.
On a mission, together.
At Funding Circle, we’re on a mission to back small businesses like no other company has ever done before. To succeed, we need a team that reflects the diverse world of the customers we support. We know that our success comes from a culture where every Circler - regardless of background, identity, or experience - feels the confidence to bring their whole self to work.
In our fast-moving environment, we don't just "accept" diversity; we seek it out to help us spot opportunities and find a better way. We provide the space for you to take ownership and run with it, ensuring that everyone has the platform to contribute their ideas and the support to be successful.
Being a Circler means backing each other as much as we back small businesses. We measure our success not just by individual achievements, but by the impact we have on others. We cherish our diversity - across culture, gender, race, disability, sexual orientation, and thought - and we Stand Together to make it happen, every single day.
Funding Circle UK Gender Pay Gap Report 2024
This report includes information relating to Funding Circle UK. The data uses the 5 April snapshot date each year in line with the government’s reporting requirements. The gender pay gap is the difference between men’s and women’s earnings expressed as a percentage of men’s earnings. The bonus pay gap is the difference between men’s and women’s bonuses over the year expressed as a percentage of men’s bonuses.
Gender Pay Gap - hourly pay
Gender Pay Gap - bonuses
Our initiatives to improve gender diversity have progressed since 2017. Our median gender pay gap has reduced to +27% from +36% over that period, with the mean also reducing from 24% to 20%. We have been focussing on increasing representation of women throughout Funding Circle, and specifically in our Technology teams and senior leadership positions.
In 2024, our mean bonus gender pay gap decreased slightly (-3%), with a larger decrease in the median bonus gender pay gap (-17%). The large median bonus gender pay gap is mainly due to the December bonus of up to £1,000 for junior Circlers which, due to the higher proportion of women in the more junior levels, has a larger negative impact on the average bonus for women than for men. The proportion of men and women receiving a bonus has remained stable with c.93% of men receiving a bonus (vs. c.92% in 2023) and c.88% of women receiving a bonus.
The proportion of women overall at Funding Circle has reduced slightly, resulting in a lower proportion of women in each quartile except the lower quartile.
Proportion of men and women in each pay quartile
All Gender Pay Gap reports
| Date | 04/04/2025 |
|---|---|
| Title | Gender Pay Gap report 2024 |
| Document | View |
| Date | 03/04/2024 |
|---|---|
| Title | Gender Pay Gap report 2023 |
| Document | View |
| Date | 04/04/2023 |
| Title | Gender Pay Gap report 2022 |
| Document | View |
| Date | 01/12/2021 |
| Title | Gender Pay Gap report 2021 |
| Document | View |
| Date | 01/12/2020 |
| Title | Gender Pay Gap report 2020 |
| Document | View |
| Date | 02/12/2019 |
| Title | Gender Pay Gap report 2019 |
| Document | View |
| Date | 03/12/2018 |
| Title | Gender Pay Gap report 2018 |
| Document | View |
HM Treasury Women in Finance Charter
Funding Circle UK is signed up to the government’s Women in Finance Charter, which is a commitment to support the progression of women into senior roles in the financial services sector. We set an ambitious goal of reaching 40% of senior roles being women by the end of 2025.
We are pleased to report we have made good progress since 2020 when our proportion of senior female representation was c.27%. As of September 2025 it was 36.1%, up slightly from 35.5% in September 2024. Despite the significant increase in representation, we are not on track to hit our goal of 40% by the end of 2025.
In the changing macro environment, we have had low employee turnover over the last few years, however, despite this we have continued to improve our female representation in senior leadership positions.
We continue to focus on developing and growing our internal female talent, especially in our technology team. We believe this commitment is key to driving long-term change across the industry given the historical under-representation of women in this area.
Update: The above text was drafted in September 2025 and as part of our Women In Finance Charter commitments has to be published on our website. However, as of 31 December 2025, we have made significant progress toward our Women In Finance Charter goals. Our female representation in senior leadership has reached 39.4%, a 3.3% increase from September 2025, with 39 out of 99 senior leadership positions filled by women (excluding those who "Prefer not to say"). This means we are just one senior female leader away from our end-of-year target of 40%.
We are very pleased with the current result which demonstrates the importance and impact of our ongoing efforts and we remain committed to furthering gender diversity at all levels of our organisation.
