FedEx Express is a global logistics company providing rapid, reliable and time-definite delivery services to more than 220 countries and territories worldwide. In the United Kingdom, gender pay gap reporting is undertaken across two legal entities: FedEx Express UK Ltd and FedEx Express UK Transportation Ltd.
This report outlines our gender pay gap results for 2025 and the actions we are taking to improve gender balance and representation across our UK workforce.
The logistics industry has historically experienced lower female representation, particularly in operational and technical roles. As a result, gender distribution across our workforce continues to influence the overall gender pay gap. At FedEx Express, we are committed to addressing this imbalance by promoting inclusive recruitment, development opportunities and flexible working practices that support a diverse workforce.
Our company philosophy of People, Service, Profit places our team members at the centre of our decision-making and guides our approach to inclusion, career development and workplace flexibility.
Since first reporting our gender pay gap in 2018, we have made consistent progress in improving gender representation and reducing our pay gap. We remain committed to building on this progress in the years ahead.
Under UK gender pay gap reporting regulations, organisations must publish data relating to hourly pay, bonus pay and pay distribution across quartiles.
For 2025, the gender pay gap results for FedEx Express UK Ltd are:
| Metric | Result |
| Mean Gender Pay Gap | 9.9% |
| Median Gender Pay Gap | 7.4% |
| Mean Bonus Gap | 49.1% |
| Median Bonus Gap | 14.4% |
In 2025, 37% of employees were women and 63% were men within this entity.
Women were also more likely to receive a bonus than men during the reporting period, with 81.7% of women receiving a bonus compared with 70.3% of men.
For 2025, the gender pay gap results for FedEx Express UK Transportation Ltd are:
| Metric | Result |
| Mean Gender Pay Gap | 0.8% |
| Median Gender Pay Gap | -2.4% |
| Mean Bonus Gap | 44.7% |
| Median Bonus Gap | 39.2% |
In 2025, 17% of employees were women and 83% were men within this entity.
78.9% of women received a bonus compared with 67.0% of men during the reporting period.
The median pay gap for this entity is negative, meaning that the median hourly pay for women is slightly higher than the median hourly pay for men.
Gender pay gap reporting also requires organisations to show the proportion of men and women in four equally sized pay quartiles.
| Pay Quartile | Women | Men |
| Upper Quartile | 28.0% | 72.0% |
| Upper Middle Quartile | 37.9% | 62.1% |
| Lower Middle Quartile | 42.8% | 57.2% |
| Lower Quartile | 39.5% | 60.5% |
Female representation increases in the middle and lower quartiles, while men remain more strongly represented in the highest pay quartile. This distribution contributes to the overall gender pay gap.
| Pay Quartile | Women | Men |
| Upper Quartile | 10.4% | 89.6% |
| Upper Middle Quartile | 9.7% | 90.3% |
| Lower Middle Quartile | 23.4% | 76.6% |
| Lower Quartile | 26.7% | 73.3% |
The higher proportion of men in the upper pay quartiles reflects the gender distribution within operational and technical roles across the organisation.
The gender pay gap measures the difference between the average earnings of men and women across an organisation. It is different from equal pay, which relates to men and women being paid the same for performing the same or equivalent roles.
Gender pay gaps are often influenced by the distribution of men and women across different roles and levels within an organisation. Within the logistics sector, operational and technical roles are historically more male-dominated, while female representation tends to be higher in administrative or support roles.
This distribution can influence overall pay gap outcomes. Within FedEx Express UK, men remain more strongly represented in operational roles and senior positions that fall within higher pay quartiles, which contributes to the overall gender pay gap.
We continue to focus on improving representation of women across all areas of the business, including operational and leadership roles.
Attracting and retaining women in logistics remains a key priority for our business. We recognise that improving gender balance across our workforce is essential to reducing the gender pay gap over time.
To support this objective, we focus on creating an inclusive workplace that enables all team members to develop and progress within the organisation.
We also continue to expand flexible working practices where possible, recognising the importance of flexibility for many team members, including those with childcare or other caring responsibilities.
This distribution can influence overall pay gap outcomes. Within FedEx Express UK, men remain more strongly represented in operational roles and senior positions that fall within higher pay quartiles, which contributes to the overall gender pay gap.
We continue to focus on improving representation of women across all areas of the business, including operational and leadership roles.
We are committed to supporting the development and progression of women across our organisation through a range of initiatives.
One key initiative is our Women’s Inclusive Network, which provides opportunities for coaching, development and confidence building for women across the business. The network also helps create a supportive environment where team members can share experiences and access career development resources.
Externally, we have partnered with the everywoman development platform, which provides learning and development resources to our UK-based team members. We also sponsor the everywoman awards, which recognise outstanding achievements by women in industry.
Through this partnership, FedEx Express has nominated several inspirational women from across our UK business. In recent years, our colleagues have been recognised as finalists and award winners, demonstrating the strong talent and leadership present within our organisation.
These initiatives support our wider objective of encouraging more women to pursue careers in logistics and helping those already within the industry to progress into leadership roles.
Creating an inclusive and supportive working environment is central to our approach to improving gender balance.
Our People, Service, Profit philosophy ensures that our team members remain at the heart of business decisions. As part of this approach, we continue to develop flexible working arrangements that support work-life balance where operationally possible.
Flexible working can play an important role in enabling individuals with caring responsibilities to remain in the workforce and progress in their careers. We continue to review and expand these opportunities across our organisation.
Since publishing our first gender pay gap report in 2018, we have made steady progress in improving gender representation and reducing our gender pay gap across our UK operations.
While the logistics sector continues to face challenges in attracting women to operational roles, our ongoing initiatives aim to support greater participation, development and progression for women within the organisation.
We remain confident that continued focus on recruitment, development and inclusive workplace practices will support further progress in the years ahead.
This distribution can influence overall pay gap outcomes. Within FedEx Express UK, men remain more strongly represented in operational roles and senior positions that fall within higher pay quartiles, which contributes to the overall gender pay gap.
We continue to focus on improving representation of women across all areas of the business, including operational and leadership roles.
Encouraging more women to join the logistics sector through inclusive recruitment practices
Through these actions, we aim to build a more balanced workforce that reflects the diverse communities we serve.
Under the UK Gender Pay Gap reporting regulations, FedEx Express reports gender pay gap data for the following legal entities:
While each entity reports separately in accordance with statutory requirements, we monitor gender representation and progress across the UK organisation as a whole.
We confirm that the information reported is accurate and has been prepared in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.