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Duncan And Todd (Group) Limited

United Kingdom · 250-499 · www.duncanandtoddgroup.com/gender-pay-gap-reporting

Reporting year: 2023

Mean pay gap
30.3%
30.3%in favour of men
Median pay gap
44.8%
44.8%in favour of men
Bonus gap
71.8%
71.8%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
69%
31%
Upper middle
87%
13%
Lower middle
92%
8%
Lower (lowest paid)
94%
6%
women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap
19.5%
19.5%in favour of men
Median pay gap
32.9%
32.9%in favour of men
Bonus gap
54.8%
54.8%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
76%
24%
Upper middle
85%
15%
Lower middle
89%
11%
Lower (lowest paid)
95%
5%
women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap
18.2%
18.2%in favour of men
Median pay gap
26.6%
26.6%in favour of men
Bonus gap
41.1%
41.1%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
81%
19%
Upper middle
88%
12%
Lower middle
88%
12%
Lower (lowest paid)
96%
4%
women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2020

Mean pay gap
-16%
16%in favour of women
Median pay gap
-62.7%
62.7%in favour of women
Bonus gap
67.1%
67.1%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
83%
17%
Upper middle
86%
14%
Lower middle
50%
50%
Lower (lowest paid)
83%
17%
women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service