Hall & Woodhouse Gender Pay Gap Report

Hall & Woodhouse is committed to the principles of equal pay and opportunity for all team members. Our values are Ambition, Dedication, Integrity, Kindness and Teamwork, and we strive to ensure fairness for all. As part of this commitment, we wish to eradicate our gender pay gap, which exists because the majority of our senior leadership roles are filled by men.

We believe that a diverse business is a better business, and we recognise the value that diversity and inclusion can bring – both in terms of business benefits, such as higher performance, increased innovation and team engagement. We want all our team members to feel a sense of belonging at H&W. We also want to address barriers which may stop team members from progressing as they would like.

We have established a EDI working group, and delivered inclusivity training across our senior managers. We have also appointed an external agency to run focus groups across the business, to enable us to hear genuine views from our team members. We will continue to engage with our team members to understand their experiences and develop a strategy with them to move us forward, and are establishing a working group to help shape the future of the strategy.

There is a lot of work to be done, but we are excited about where this journey will take us.

The gender pay gap is the difference between the average hourly earnings of men and women within the organisation and so compares people across different levels of the organisation. It is not a comparison of pay for people undertaking the same role.

The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2025:

1. Median Gender Pay Gap – 3.2%
2. Mean Gender Pay Gap – 28.5%
3. Mean Bonus Gender Pay Gap – 27.1%
4. Median Bonus Gender Pay Gap –21.9%
5. The proportion of males receiving a bonus: 15.6%; the proportion of females receiving a bonus: 11.2%

Our pay quartiles are as follows:

Top Quartile Male 68% Female 32%	Upper Middle Male 54% Female 46%
Lower Middle Male 49% Female 51%	Lower Quartile Male 55% Female 45%

It is imperative that we attract and retain the best people and that we reflect the communities we operate in. We have been listed as a Times Best Company two years running, and we see being an inclusive business as central to that position.

Matt Kearsey

Managing Director

07.04.2026

2023

1. Median Gender Pay Gap – 9.79%
2. Mean Gender Pay Gap – 14.58%
3. Mean Bonus Gender Pay Gap – 29.5%
4. Median Bonus Gender Pay Gap –47%
5. The proportion of males receiving a bonus: 25.43%; the proportion of females receiving a bonus: 11.41%
6. Our pay quartiles are as follows:

Our pay quartiles are as follows:

Top Quartile Male 63% Female 37%	Upper Middle Male 60% Female 40%
Lower Middle Male 43% Female 57%	Lower Quartile Male 42% Female 58%

 

2022

1. Median Gender Pay Gap – 3.04%
2. Mean Gender Pay Gap – 19.86%
3. Mean Bonus Gender Pay Gap – 37.7%
4. Median Bonus Gender Pay Gap – 0%
5. The proportion of males receiving a bonus: 31%; the proportion of females receiving a bonus: 16%

Our pay quartiles are as follows:

Top Quartile Male 71% Female 29%	Upper Middle Male 54% Female 46%
Lower Middle Male 44% Female 56%	Lower Quartile Male 33% Female 67%

 

2021

1. Median Gender Pay Gap – 3.16%
2. Mean Gender Pay Gap – 4.32%
3. Mean Bonus Gender Pay Gap – 42%
4. Median Bonus Gender Pay Gap – 27%
5. The proportion of males receiving a bonus: 34%; the proportion of females receiving a bonus: 12%

Our pay quartiles are as follows:

Top Quartile Male 71% Female 29%	Upper Middle Male 74% Female 27%
Lower Middle Male 82% Female 18%	Lower Quartile Male 59% Female 41%

2019

1. Median Gender Pay Gap – 5.74%
2. Mean Gender Pay Gap – 23.6%
3. Mean Bonus Gender Pay Gap – 56.3%
4. Median Bonus Gender Pay Gap – 0%
5. The proportion of males receiving a bonus: 34%; the proportion of females receiving a bonus: 23%

Our pay quartiles are as follows:

Top Quartile Male 71% Female 29%	Upper Middle Male 62% Female 38%
Lower Middle Male 38% Female 62%	Lower Quartile Male 39% Female 61%

2018

The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2018:

1. Median Gender Pay Gap – 4.5%
2. Mean Gender Pay Gap – 23.6%
3. Mean Bonus Gender Pay Gap – 44.27%
4. Median Bonus Gender Pay Gap – 32.76%
5. The proportion of males receiving a bonus: 34.4%; the proportion of females receiving a bonus: 27.2%

Our pay quartiles are as follows:

Top Quartile Male 69% Female 31%	Upper Middle Male 64% Female 36%
Lower Middle Male 40% Female 60%	Lower Quartile Male 41% Female 59%

2017

The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2017:

1. Median Gender Pay Gap – 8.5% (against a national average of 18.1%)
2. Mean Gender Pay Gap – 27.2%
3. Mean Bonus Gender Pay Gap – 66.69%
4. Median Bonus Gender Pay Gap – 54.55%
5. The proportion of males receiving a bonus: 35.6%; the proportion of females receiving a bonus: 25.4%

Our pay quartiles are as follows:

Top Quartile Male 71% Female 29%	Upper Middle Male 61% Female 39%
Lower Middle Male 36% Female 64%	Lower Quartile Male 42% Female 58%