Belonging and Inclusion at Bloomsbury
We recognise the urgent need to help people from all backgrounds and identities to become part of the global publishing industry, allowing diverse voices to both reflect and shape our culture and community. We are committed to preserving and increasing the broad range of voices reflected in our published content, because we believe in the benefit this has for society. We understand that a diverse employee base, across all levels and specialities, is the best way to enable this. We continue to attract talented colleagues and authors who provide creativity, innovation and different perspectives, continuing the virtuous circle of creative and commercial success.
Bloomsbury Tops FTSE Women Leaders Review in FTSE 250
Women lead the organisation across Bloomsbury. In February 2025 this was recognised by the FTSE Women Leaders Review which aims to improve the representation of women on the Boards and Leadership teams of the FTSE 350. The rankings for Women in Leadership showed Bloomsbury as having the highest representation of women in the FTSE 250 at 60% (combined Executive Committee and direct reports as at 31 October 2024) and joint second highest female Board representation in the FTSE 250 at 60%.
Gender Pay Gap
In line with UK regulations, Bloomsbury provides information on its gender pay gap in the UK. Bloomsbury’s median gender pay gap is 19.3%, which is an increase from 12.7% in the previous reporting year. A reduction in the number of women within a higher quartile pay band and an increase in the number of women within a lower quartile pay band has played a significant part in the increased gender pay gap. In addition, at the most senior level, two new appointments of men, one of which was a position previously held by a woman, has also had an impact on the gender pay gap. This demonstrates the sensitivity to individual changes at a senior level due to the small total employee numbers. Bloomsbury’s male employee population skews more senior and there are fewer of them, which results in the average male employee salary being higher. It is worth noting however, that the Executive Committee is as of 1st March 2025, represented 50%:50%. Please see https://www.bloomsbury-ir.co.uk/docs/librariesprovider16/archives/governance/gender-paygap/gender-pay-gap-2024.pdf for Bloomsbury’s 2024 Gender Pay Gap Report (snapshot date 5 April 2024).
Parker Review
The Parker Review reports on the ethnic diversity of UK Boards with the ambition of increasing diversity. One out of the five Directors on Bloomsbury’s Plc Board as at 28 February 2025 was from a minority ethnic group, which is in line with the recommendations of the Parker Review. One out of the eight members of Bloomsbury’s Executive Committee as at 28 February 2025 was from a minority ethnic/mixed background.
Please see our Annual Report for more detail.
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Preliminary Results for the year ended 28 February 2025