Gender Pay Gap Report
Gender Pay Gap Report 2022
As an employer with over 250 employees, Dodd Group (Midlands) Ltd presents its fifth Gender Pay Gap Report. The information provided is based upon data as at 5th April 2022.
|
Pay and bonus gap |
Mean |
Median |
|
Pay gap |
39.8% |
46.9% |
|
Bonus pay gap |
79.7% |
84.3% |
|
Pay quartiles |
Male |
Female |
|
Upper |
97% |
3% |
|
Upper Middle |
96% |
4% |
|
Lower Middle |
88% |
12% |
|
Lower |
38% |
62% |
|
Proportion of staff receiving a bonus |
||
|
Male |
6% |
|
|
Female |
9% |
We work within the construction industry, a traditionally male dominated sector where the majority of the workforce is made up of onsite trades and engineers, which is also the background of much of our senior management team. Currently this means that women represent a smaller proportion of our workforce and they are predominantly employed in clerical and administrative roles. This gender imbalance is the reason for our gender pay gap.
Dodd Group is committed to working to change the gender imbalance that is prevalent within the construction sector. We remain passionate about providing a fulfilling, diverse and inclusive place to work, with equality and fairness remaining at the heart of our business. We strive to encourage women to join all areas of our company to achieve a better gender representation within our workforce. We are proud to continue our support of the Construction News Inspiring Women in Construction Pledge which aims to attract, develop, and promote more women in our company and industry. This highlights our desire to champion and recognise the achievements of women and to work collaboratively to create an environment that welcomes and helps retain women in the construction sector.
We are confident that we pay men and women equally in equivalent job roles across our business.
I confirm that these calculations are accurate, and that they comply with statutory requirements.
John Kavanagh
Group Managing Director
Gender Pay Gap Report 2021
As an employer with over 250 employees, Dodd Group (Midlands) Ltd presents its fourth Gender Pay Gap Report. The information provided is based upon data as at 5th April 2021.
|
Pay and bonus gap |
Mean |
Median |
|
Pay gap |
40.3% |
48.0% |
|
Bonus pay gap |
66.8% |
77.1% |
|
Pay quartiles |
Male |
Female |
|
Upper |
97% |
3% |
|
Upper Middle |
96% |
4% |
|
Lower Middle |
92% |
8% |
|
Lower |
38% |
62% |
|
Proportion of staff receiving a bonus |
||
|
Male |
5% |
|
|
Female |
6% |
We work within the construction industry, a traditionally male dominated sector where the majority of the workforce is made up of onsite trades and engineers, which is also the background of much of our senior management team. Currently this means that women represent a smaller proportion of our workforce and they are predominantly employed in clerical and administrative roles. This gender imbalance is the reason for our gender pay gap.
Dodd Group is committed to working to change the gender imbalance that is prevalent within the construction sector. We remain passionate about providing a fulfilling, diverse and inclusive place to work, with equality and fairness remaining at the heart of our business. We strive to encourage women to join all areas of our company to achieve a better gender representation within our workforce. We are proud to continue our support of the Construction News Inspiring Women in Construction Pledge which aims to attract, develop, and promote more women in our company and industry. This highlights our desire to champion and recognise the achievements of women and to work collaboratively to create an environment that welcomes and helps retain women in the construction sector.
We are confident that we pay men and women equally in equivalent job roles across our business.
I confirm that these calculations are accurate, and that they comply with statutory requirements.
John Kavanagh
Group Managing Director
Gender Pay Gap Report 2020
Gender Pay Gap Report
As an employer with over 250 employees, Dodd Group (Midlands) Ltd presents its third Gender Pay Gap Report. The information provided is based upon data as at 5th April 2020.
|
Pay and bonus gap |
Mean |
Median |
|
Pay
gap |
41.9% |
47.5% |
|
Bonus
pay gap |
60.8% |
|
|
Pay quartiles |
Male |
Female |
|
Upper |
98% |
2% |
|
Upper
Middle |
96% |
4% |
|
Lower
Middle |
93% |
7% |
|
Lower |
34% |
66% |
|
|
|
|
|
Proportion of staff receiving a bonus |
|
|
|
Male |
13% |
|
|
Female |
5% |
|
We work within the construction industry, a traditionally male dominated sector where the majority of the workforce is made up of onsite trades and engineers, which is also the background of much of our senior management team. Currently this means that women represent a smaller proportion of our workforce and they are predominantly employed in clerical and administrative roles. This gender imbalance is the reason for our gender pay gap.
Dodd Group is committed to working to change the gender imbalance that is prevalent within the construction sector. We are passionate about providing a fulfilling, diverse and inclusive place to work, with equality and fairness remaining at the heart of our business. We strive to encourage women to join all areas of our company to achieve a better gender representation within our workforce. We are proud to support the Construction News Inspiring Women in Construction Pledge which aims to attract, develop, and promote more women in our company and industry. This highlights our desire to champion and recognise the achievements of women and to work collaboratively to create an environment that welcomes and helps retain women in the construction sector.
We remain confident that we pay men and women equally in equivalent job roles across our business.
I confirm that these calculations are accurate, and that they comply with statutory requirements.
John Kavanagh
Group Managing Director