We remain committed to the principles of equal pay and opportunity for all team members. 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. Our values are Ambition, Dedication, Integrity, Kindness and Teamwork, and we strive to ensure fairness for all.
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 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%
6. 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% |
We believe the existence of a pay gap remains due to the fact that, at the moment, many of our senior positions are filled by men. However, we are actively nurturing new talent and two of the last three appointments to board offices have been women, and have seen a small closure of the gap in the Top and Lower Middle Quartiles. We have also seen a closure of the Bonus Gender Pay Gap.
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. As part of our strategy, we continue to look at how to provide promotion opportunities across all backgrounds, and we continue to invest in leadership and professional training in order to provide the same access to senior roles regardless of age, gender, background, race or ethnicity.
Matt Kearsey
Managing Director
21.3.2019
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%
6. 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% |
