APRIL 2024 GENDER PAY GAP REPORT
INTRODUCTION
NDREAMS BACKGROUND
nDreams is a leading VR developer and publisher, based in Farnborough,Hampshire, UK. We have 3 development studios: Compass Studio(Farnborough – Hybrid), nDreams Studio Elevation (remote), and Near Light (Brighton – Hybrid).
nDreams Group HQ based in Farnborough houses our Publishing, Operations, Shared Services and Talent teams, also operates a hybrid-working model where people can choose their preferred location. Headcount across the company increased from 197 to 257 during the reporting period 5 April 2023 until April 2024, an increase of 30%.
We believe nDreams has achieved pay equity by role for men and women andwe make considerable effort to ensure our remuneration practices are fairand regularly reviewed. We have been publishing our Gender Pay Report 2022 annually despite not been legally obliged to do so. We fully support the UK governments focus on gender pay gap and know that the game industry has a gender pay gap problem. We want to continue to help everyone levelling the playing field. This report has been prepared in compliance with the Gender Pay Gaps Regulations 2017 and the figures represented below reflect accurate employee data gathered on 5th April 2024.
RESULTS
For this pay gap report 259 employees of nDreams were surveyed (23% women, 77% men). These numbers have not changed significantly since the last 2023 report.
We recognise that the lack of women in leadership roles is a challenge across the games industry, but we are confident that change is not only possible—it’s already underway. Over the past decade, there’s been a growing recognition of the value that diverse perspectives bring, and we’re proud to be part of that shift. Through our Equality, Diversity, and Inclusion (EDI) and Talent strategies, we’re focused on creating meaningful, long-term change. We know progress takes time, especially at senior levels, but with continued commitment across the industry, we believe a more balanced and inclusive future is well within reach.
We are working hard—and will continue to do so—to increase female representation at all levels within our business. This includes taking deliberate steps to attract, develop, and retain talented women through every stage of their careers. We’re creating a culture where women feel supported, empowered, and able to thrive. By nurturing a strong
pipeline of talent and leading with inclusivity, we’re laying the groundwork for real, lasting progress—not just for today, but for the future.
EMPLOYEES IN EACH PAY QUARTILE
Quartiles are calculated by listing all employees from lowest to highest and then splitting the list into four equal sized groups and then calculating the percentage of men and women in these groups.
The representation of women in the upper quartiles has increased from 29% to 30%. In real terms, the number has increased from 14 to 19, however the growth of the company, and the need for more senior people in roles to meet the demand in work, meant a greater number of senior male leaders within the business, thus impacting the ratios in the upper quartiles.
MEAN AND MEDIAN PAY GAPS
The mean pay gap compares the average pay for 100% men and women in a business. The median pay gap compares the mid-point hourly rate of pay for all female employees with the mid-point hourly rate of pay for all male employees.
Our overall gender representation remains consistent with last year, with women making up 23% of our workforce. We’ve seen a small improvement in non-development roles (43%, up from 40%), but a slight decline in Development roles (17%, down from 18%). This underrepresentation—particularly in Development —continues to influence our gender pay gap.
To be clear, this gap is not the result of paying individuals differently for doing the same work. Rather, it reflects the structural imbalance in our workforce, with fewer women in higher-paying, senior roles—particularly within Development.
While we’re encouraged by a reduction in the mean hourly pay gap (£5.11, down from £6.02), the median gap has increased slightly (£9.89, up from £9.44). The improvement is more notable among non-development employees, where both mean and median gaps have narrowed significantly. In contrast, the gap remains wider in Development roles, with only minimal changes year-on-year.
MEAN & MEDIAN CONT.
Looking at pay quartiles, the proportion of women in the lower quartile has decreased slightly, and while the middle quartiles remain relatively balanced, female representation in the upper quartile is slightly down from the previous year.
When comparing median hourly rates women earn 36% (£9.89) less than men. This means there is a gender pay gap. In 2022, this was -7% with women earning more than men and, in 2021, women earned 21% less than men at nDreams which gives a clear indication of how the variance in grade/seniority of hiring can influence the data.
We know these numbers aren’t where we want them to be, and while progress has been made in some areas, we’re disappointed by the continued gaps—especially in Development.
These results highlight the importance of accelerating our efforts to improve gender representation across the business, with a strong focus on supporting women into and through technical and leadership roles. We remain committed to making long-term, sustainable change.
BONUS PAY
In November 2023, nDreams was acquired by Aonic Group. Since 2016, the company had been gradually issuing EMI share options to employees. Following the completion of the sale, these shares were paid out and are reflected in this year’s gender pay gap report. While female employees received, on average, 7% less than their male colleagues, this gap is largely because many women joined the business more recently. As a result, they had shorter tenure and were allocated fewer share options over time.
OUR COMMITMENT TO GENDER PAY GAP REPORTING
We’re committed to being transparent and proactive in addressing the gender pay gap. Our approach focuses on key areas that will help drive real change:
Diverse Leadership and Teams: We are focused on building an inclusive culture, increasing diversity at all levels of leadership, and making sure our supply chain reflects our commitment to diversity.
Inclusive Game Development: We aim to make sure our games represent diverse characters and are accessible to all players. We are integrating inclusivity into both our product designs and our business practices.
Engagement and Collaboration: We hold regular EDI (Equality, Diversity, and Inclusion) meetings, have a dedicated EDI steering group, and work on creating policies that support a more inclusive workplace. We also encourage staff participation in cultural events to help build a stronger community.
Success and Development: We offer management and recruitment training to ensure fair promotion processes, equitable rewards, and a safe space for staff to speak up and share their experiences.
We know addressing the gender pay gap takes time, but we are committed to making steady progress and creating a workplace where everyone has an equal opportunity to succeed.
