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Willmott Dixon Holdings Limited

United Kingdom · 250-499 · www.willmottdixon.co.uk/our-approach/promoting-diversity

Reporting year: 2024

Mean pay gap
21.1%
21.1%in favour of men
Median pay gap
22.4%
22.4%in favour of men
Bonus gap
48.8%
48.8%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
45%
55%
Upper middle
53.2%
46.8%
Lower middle
63.3%
36.7%
Lower (lowest paid)
75%
25%
women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap
20%
20%in favour of men
Median pay gap
18.4%
18.4%in favour of men
Bonus gap
69.4%
69.4%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
48.4%
51.6%
Upper middle
50%
50%
Lower middle
56.5%
43.5%
Lower (lowest paid)
71.4%
28.6%
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
36.6%
36.6%in favour of men
Median pay gap
20.4%
20.4%in favour of men
Bonus gap
61%
61%in favour of men
Pay quartiles (share of women)
Upper (highest paid)
45.2%
54.8%
Upper middle
40.3%
59.7%
Lower middle
51.6%
48.4%
Lower (lowest paid)
76.2%
23.8%
women men

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

Source: UK Gender Pay Gap Service