At Funding Circle, we are here to build the incredible. We know we can only achieve this through an inclusive and diverse culture, like the 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.
Our people (“Circlers”) are central to all that we do at Funding Circle. The exceptional experience we aim to deliver to our customers is the product of the smart, talented, hardworking and diverse group of Circlers we have working here. We recognise the power and value in building a diverse team, where people's skills and personalities complement each other and reflect the customers we are here to help. Different perspectives lead to better outcomes and we see the positive impact of this in our teams every day.
As we evolve our business strategy, we have come a long way and made big strides under our strategic people core foundation, “High Performing Teams Executing Brilliantly”. We have continued to nurture a strong, diverse and unique culture underpinned by our values. We remain fully committed to our hybrid model, balancing flexibility with in-person collaboration to enable our teams to collaborate, be productive and develop at Funding Circle.
Funding Circle is proud of the inclusive culture it has built and is committed to being the best FinTech company to work for in the world.
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
Our recruitment process is designed to ensure all applications, including those from disabled persons, are treated equally and fairly.
We’re here to build the incredible at Funding Circle. We know we can only achieve this through an inclusive and diverse culture where Circlers of all backgrounds feel confident in bringing their whole selves to work, where they can contribute their ideas, have opportunities to be successful, and have their talents nurtured. Through empowering our people we are not only building something incredible for our customers, but an incredible place to work too.
We live by our Company values and cherish our diversity; be that culture, gender, race or ethnicity, sexual orientation, gender identity and expression, disability, marital status, age, nationality, religion, of thought, belief, experience or expression. We stand together, as one.
