Tilbury Douglas Engineering Limited

United Kingdom · 250-499 · www.interserve.com/docs/default-source/about/policies/gender-pay-gap-march-2018.pdf

Reporting year: 2019

Mean pay gap

36.5%

36.5%in favour of men

Median pay gap

33.6%

33.6%in favour of men

Bonus gap

100%

100%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

1.6%

98.4%

Upper middle

100%

Lower middle

9.7%

90.3%

Lower (lowest paid)

17.5%

82.5%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

37.7%

37.7%in favour of men

Median pay gap

34.8%

34.8%in favour of men

Bonus gap

0%no gap

Pay quartiles (share of women)

Upper (highest paid)

1.5%

98.5%

Upper middle

100%

Lower middle

4.5%

95.5%

Lower (lowest paid)

19.4%

80.6%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

32.2%

32.2%in favour of men

Median pay gap

29.9%

29.9%in favour of men

Bonus gap

0%no gap

Pay quartiles (share of women)

Upper (highest paid)

2.5%

97.5%

Upper middle

1.2%

98.8%

Lower middle

8.8%

91.2%

Lower (lowest paid)

16.5%

83.5%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service