2Excel Aviation Statement on Gender Pay Gap 2025

On 16th April 2024, 2Excel Group Ltd (2EG) was created which incorporates 2Excel Holdings Ltd (2EH) and 2Excel Engineering Ltd (2EE). Under Statutory requirements, each legal entity with a headcount of 250 or more must publish a Gender Pay Gap Report. Although only 2EH meets this threshold, we have chosen to voluntarily publish results for 2EE, and show overall as a Group, to reflect our commitment to transparency and continuous improvement.

About us

2EG is an aerospace services company split into five main revenue generating areas:

Special Missions

Provides cutting-edge contract air services including market leading aerial dispersant services globally and, nationally, Search & Rescue, surveillance and on scene control.

Charter

Provides impeccable air travel in Britain, Europe and beyond and keeps Support at readiness for Special Missions’ availability contracts.

Capability Development

Gets our customers’ and our own ideas airborne safely, compliantly, usefully, quickly, affordably and sustainably.

Insight

Turns remotely sensed data into actionable insight to address real world challenges at national scale.

Engineering

Serving the growing maintenance needs of the commercial airline industry alongside providing critical engineering expertise to 2EG companies.

These are underpinned by our Support functions (including but not limited to Finance, HR, Communications, Business Support, Operations, Training, Compliance, Safety, Security, and Continuing Airworthiness Management).

Many of these areas require highly specialised skills which are traditionally under-represented by women in the aviation sector. This continues to influence our gender representation. As is typical in aviation, our workforce remains male-dominated across all entities, reflecting wider industry trends.

Entity	Male %	Female %
2EH	74.86	25.14
2EE	90.91	9.09
2EG	80.33	19.67

Our Gender Pay Gap

This is our fourth Gender Pay Gap Report. It provides a snapshot view of the difference in average hourly pay between men and women on 5th April 2025, regardless of role or seniority. It is not a measure of equal pay for equal work.

At the snapshot date we had the following number of employees per entity:

Entity	Headcount	Eligible to be included as per legislative guidelines
2EH	401	362
2EE	205	187
2EG	606	549

Our Gender Pay Gap results are as follows:

Entity	Mean Gender Pay Gap	Median Gender Pay Gap	Mean compared to previous years	Median compared to previous years
2EH	34.7%	33.7%	2024 30.4% 2023 38.8% 2022 38.3%	2024 31.9% 2023 39% 2022 40.6%
2EE	26.7%	29.2%	N/A	N/A
2EG	30.6%	27.9%	N/A	N/A

In 2EH, our mean and median pay gaps have increased slightly when compared to 2024 but remain below 2022 and 2023 levels.

For 2EE and 2EG we have no previous data to compare but will be able to do that from 2026 onwards.

Across all entities, our gap continues to be above the national average. We believe the primary reason for this is the majority of our high paying roles such as Aircraft Captains, Engineers and Directors are predominantly filled by our experienced male colleagues. This is true of the aviation industry as a whole.

Consequently, like the wider aviation sector, our workforce profile means change will take time. We remain committed to accelerating progress wherever possible.

We are confident that our Gender Pay Gap is not an equal pay issue. 2Excel pay is based on the role carried out and is equal regardless of gender. Our transparent salary scales mean that males and females carrying out the same job are paid the same salary.

Our Gender Bonus Gap

Our Gender Bonus Gap across all entities is 0% as no bonuses have been paid in the relevant period.