The Workdry Group ESG Report 2025 - Report - Page 101
Our mean and median gender pay gaps are
5.6% and 5.4% respectively. These figures are
significantly lower than the UK-wide median
gender pay gap of 12.8% for 2025 and represent
our most consistent gender distribution across
pay quartiles since gender pay reporting was
introduced.
The gender distribution across our pay quartiles
remains stable, with women representing
19.5% and 19.6% of colleagues in the lower two
quartiles, 17.7% in the upper-middle quartile and
15.1% in the upper quartile. This consistency
reflects the presence of women at all levels of the
organisation, including within higher-paid roles.
In the reporting year to April 2025, a comparable
proportion of women and men received a bonus
(84.4% of female colleagues compared to 82.6%
of male colleagues). The mean bonus received
by female colleagues was 29% higher than that
received by male colleagues.
This difference reflects role composition and
bonus eligibility rather than unequal treatment.
Many front-line engineering roles, such as Fitters,
Installers and Electricians, are predominantly
held by men and are not bonus-eligible. Instead,
these roles attract overtime payments, which are
excluded from gender pay gap reporting.
As a result, bonus figures are weighted towards
roles more likely to be held by women, such as
professional, commercial and support functions.
The reported median bonus pay gap, which
shows a higher median bonus for women, is
influenced by a one-off ‘thank you’ payment
made to all colleagues in December 2024.
As more than half of male colleagues are in
overtime-eligible, non-bonused roles, the median
male bonus reflects this flat payment, whereas
the median female bonus reflects a standard
performance-related bonus. This creates a
distortion in the median comparison and does not
indicate unequal reward for comparable roles.
Selwood remains committed to being an inclusive
employer. While we recognise that our industry
continues to experience gender imbalance,
we are actively working to encourage greater
female participation across the business. Our
recruitment practices aim to be inclusive and fair,
and we maintain a structured and transparent
reward framework to ensure consistency across
all roles.
We remain dedicated to reducing the gender
pay gap over time and to promoting gender
equality within our organisation.
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