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Gender Pay Report

This report provides gender pay data for Frontier’s males and female employees. It also provides narrative to put the gender pay gap into context.

This report provides gender pay data for Frontier’s males and female employees. It also provides narrative to put the gender pay gap into context.

The gender pay data is a simple average figure for all employees within the UK workforce, irrespective of the job that they do. Frontier’s gender pay variance is largely a result of the high percentage of males in senior leadership and technical programming roles, which command a higher salaries.

Frontier regularly reviews remuneration arrangements to ensure that male and female staff receive equal pay for carrying out the same work, or equivalent work.

Gender Pay Report 2024

Introduction

Frontier is committed to being an equal opportunities employer, who treats employees and job applicants fairly. At Frontier, we are confident that employees are paid equally for equal work as a result of our internal benchmarking and annual salary reviews. We support and celebrate multiple gender identities, however, as per the Gender Pay Gap Official Guidance provided by the Government Equalities Office which only refers to two genders (males and females), we will only be referencing those two genders throughout this report.  

The games industry continues to see a disparity between the number of men and women in the workforce. Women in Games (2025) states that approximately 50% of players globally are women, however, women continue to make up just 24.4% of the European games industry workforce (Video Games Europe, 2024). Our data in this year’s report is consistent with that European statistic at 24.1%, which is a 1.2% increase compared with last year’s report.

Our aspiration is to increase and empower others across diverse backgrounds to join the tech/games industry, filled with like-minded and creative individuals. We are committed to providing an environment in which everyone at Frontier has an equal opportunity to fulfil their potential.

We understand that one of the primary contributors to our gender pay variance is occupational segregation. Women are often underrepresented in technical and leadership roles, which typically offer higher salaries. The greater proportion of men to women in these areas has a significant impact on our overall gender pay variance. We recognise that it will take many years of investment and leadership to enable lasting change.

What is the Gender Pay Gap?

Since April 2017, under The Equality Act (Gender Pay Gap Information) Regulations 2016, employers with 250 or more employees are required to publish annual statutory Gender Pay Gap calculations. Frontier is required to calculate the following gender pay data:

  • Gender Pay Gap (mean and median averages)
  • Gender Bonus Gap (mean and median averages)
  • Proportion of males and females receiving bonuses
  • Proportion of males and females in each quartile of the organisation’s pay structure.

The data is required to be published on our website and submitted to the Government Equalities Office by 4th April each year. Salary data is based on the snapshot date of 5th April 2024. The regulations also require employers to calculate and publish a separate gender bonus pay gap report that includes all bonus payments made in the 12 months leading up to and including the snapshot date of 5th April 2024. The Gender Pay Gap is the difference between the average hourly rate of pay received by all male and female employees across an organisation, irrespective of their role or seniority. This is distinct from Equal Pay Laws, which require males and females performing equal work to be paid equally.

Gender Pay Gap reporting utilises two types of averages:

Mean

The mean Gender Pay Gap is the difference between the average hourly rate of pay for females and males. This is calculated by adding the rate of pay for each gender and dividing it by the number of employees, which is then reported as a percentage difference.

Median

The median Gender Pay Gap is established by ranking the hourly rate of pay for each gender from lowest to highest. The middle number for both ranges is taken, and the percentage difference is then calculated.

Our Data

The gender pay gap in this report is for the ‘snapshot’ date of 5th April 2024.

Gender Pay Gap

 2024YoY change
Frontier mean gender pay gap12.9%▼ 1.1%
Frontier median gender pay gap9.3%▲ 1.6%

Bonus Pay Gap

 2024YoY change
Frontier mean bonus pay gap12.8%▼ 21.1%
Frontier median bonus pay gap0%▼ 29.1%
Percentage of women receiving a bonus at Frontier96.2%▲ 14.4%
Percentage of men receiving a bonus at Frontier95.1%▲ 7.0%

Gender balance by quartile

Frontier Gender Pay Report 2024 - Gender balance by quartile

During this reporting year, a one-off flat-rate bonus payment was made to all employees, excluding the senior leadership team. If the employee started within the bonus year (financial year), this amount tapered down depending on their start date.

Frontier’s employees, split by legal gender, are 75.9% male, and 24.1% female. This is an improvement on the previous year’s split of 77.1% male and 22.9% female.

It is important to acknowledge that, as of February 2025, approximately 1.3% of Frontier’s employees identify outside of the two Gender Pay Gap reporting genders as defined by the Government Equalities Office.

Looking Forward

We have continued to see a positive trend in reducing some elements of the gender pay gap since our reporting began, however, the gender imbalance within the games industry itself continues to pose a challenge in recruiting women across a variety of roles.
In January 2025, the World Economic Forum found that women make up just 28% of the global STEM workforce, and the 2025 GDC’s State of the Game Industry report found women made up only 25% of the workforce. Whilst the industry continues to see improvement in these areas, there are still improvements needed to reduce the gender disparity in the industry.

We believe that having a diverse workforce is critical to the success of our games, and our business. Barriers to females entering the games industry and other STEM roles often originate in schools as a result of gender stereotyping. At Frontier, we are extremely proud of the contribution that many team members already make in tackling these barriers through a variety of initiatives, including chairing or sitting on panels to discuss the subject of Women in Games, having employees as Ambassadors for Women in Games, and looking at levelling up within the business, to upskill current staff and promote internally.

We will continue to analyse our data regarding the retention, turnover and promotion rates of our diverse talent across the business. We will also actively encourage more minority groups to pursue careers across all levels in the videogames industry. Finally, we remain committed to continuous support for new and ongoing initiatives to reduce the Gender Pay Gap.

Jonny Watts

Jonny Watts
Chief Executive Officer
Frontier Developments Plc

Yvonne Dawes

Yvonne Dawes
Head of HR
Frontier Developments Plc

Statutory Disclosures

We confirm that the data in this report has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

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