Hall & Woodhouse remains 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. Salaries are paid according to role, experience and performance, irrespective of gender or background and we are proud to offer flexibility across our teams with a variety of roles and hours. We announced in 2021 year that we had raised entry-level pay rates in line with Real Living Wage, giving relevant team an hourly increase of between 59p and £3 per hour, depending on age and location. We are continuing to track Real Living Wage in our pay rates, paying all team a minimum of Real Living Wage which is (at 1 April 2023) at least 48p an hour higher than National Living Wage (£1.53 in London), and is set by the Living Wage Foundation, by reference to the cost of living.
We have now introduced enhanced maternity and paternity pay, supporting our team members to grow and support their own families.
We continue to explore other ways to support equal opportunities, to include hybrid working arrangements for office teams.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 2022:
| Top Quartile
Male 71% Female 29% |
Upper Middle
Male 54% Female 46% |
| Lower Middle
Male 44% Female 56% |
Lower Quartile
Male 33% Female 67% |
We understand that the existence of a pay gap remains due to the fact that, at the moment, many of our senior positions are filled by men. While there has been some improvement in some areas – in particular a narrowing of the gap in the Upper Middle quartile, there has also been some deterioration, to include the Lower Quartile when compared to previous year. This change has been driven by the number of team members excluded from the report due to furlough in the previous year. Accordingly, we recognise that we will not close the pay gap organically, and a Diversity and Inclusion working group has come together to design Hall & Woodhouse’s Diversity & Inclusion strategy, partnering with Inclusive Employers.
It remains our aim to attract and retain the best people and to reflect our communities. We want to ensure that everyone at Hall & Woodhouse has an opportunity to progress and develop. We have set out our aspiration to be a Times Top 100 Employer by 2027, and as part of that, we will actively consider how to ensure that opportunities at every level are available and attractive to all team regardless of gender, age, race, ethnicity and background.
Matt Kearsey
Managing Director
22.03.2023
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% |
