Gender Pay Gap Report 2025

Bloor Services and Bloor Homes are committed to the principles of equal pay for all our employees.  We value our employees and promote an inclusive and diverse work force.

Under legislation that came into force in April 2017, UK employers with more than 250 employees are required to publish annually their gender pay gap information.  The gender pay gap shows the difference in average hourly pay between women and men.  It is different to equal pay, which relates to what women and men are paid for the same or similar jobs or work of equal value.

The data below shows our mean and median hourly gender pay gap and bonus gap as at the snapshot date (i.e. 5 April 2025 (pay) and in the 12-month reference period to 5 April 2025 (bonus).  At that time, we employed 303 women and 864 men.

Statutory Data

Mean and median pay and bonus:

Proportion of employees receiving a bonus (%):

Proportion of employees in each pay quartile (%):

This year, our mean bonus gender pay gap is 22.46%, compared with 21.11% last year. This small change reflects the fact that a proportion of our higher-paid roles, which typically attract larger bonuses, continue to be held by men. As a result, the average bonus received by men remains higher than that received by women. This pattern is consistent with many organisations where senior representation differs by gender. This is indicative of the construction industry and with 74% of the workforce being men there are fewer women across the organisation and therefore, in senior management positions.

However, our median bonus gender pay gap has improved significantly, shifting from 17.46% last year to -1.49% this year, meaning that the typical bonus received by women is now broadly in line with and slightly higher than the typical bonus received by men. This is a positive indicator that bonus outcomes are becoming more balanced across the wider workforce.

The difference between the mean and median results reflects the distributian of roles within the organisation. A small number of higher-value bonuses continue to be paid to men in senior positions, which increases the mean gap. In contrast, bonus levels across the majority of employees remain consistent and equitable, resulting in an almost neutral median figure.

In calculating the bonus gap, we are required to include commission payments as well as one off or regular bonuses. Like last year there continue to be more women than men in sales roles where commission payments make up a larger part of remuneration which impacts the bonus figures. Overall, this year's data shows clear progress in ensuring fair and consistent bonus outcomes for the majority of employees, while highlighting the continued importance of supporting gender representation at senior levels.

Declaration: I confirm that the information and data provided in this report is accurate and in line with the UK Government’s Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Director