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 DEI working group. 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.
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 2023:
| Top Quartile
Male 63% Female 37% |
Upper Middle
Male 60% Female 40% |
| Lower Middle
Male 43% Female 57% |
Lower Quartile
Male 42% Female 58% |
It is imperative that we attract and retain the best people and that we reflect the communities we operate in. We have set out our aspiration to be a Times Best Company by 2027, we see being an inclusive business as central to that aspiration.
Matt Kearsey
Managing Director
20.03.2024
Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 71% | Male 54% |
| Female 29% | Female 46% |
| Lower Middle | Lower Quartile |
| Male 44% | Male 33% |
| Female 56% | Female 67% |
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 | Upper Middle |
| Male 71% | Male 74% |
| Female 29% | Female 27% |
| Lower Middle | Lower Quartile |
| Male 82% | Male 59% |
| Female 18% | Female 41% |
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 | Upper Middle |
| Male 71% | Male 62% |
| Female 29% | Female 38% |
| Lower Middle | Lower Quartile |
| Male 38% | Male 39% |
| Female 62% | Female 61% |
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 | Upper Middle |
| Male 69% | Male 64% |
| Female 31% | Female 36% |
| Lower Middle | Lower Quartile |
| Male 40% | Male 41% |
| Female 60% | Female 59% |
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 | Upper Middle |
| Male 71% | Male 61% |
| Female 29% | Female 39% |
| Lower Middle | Lower Quartile |
| Male 36% | Male 42% |
| Female 64% | Female 58% |
