CompaniesInTheUK

DODD GROUP (MIDLANDS) LIMITED

Company number 01179878 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 36.8% lower than men's (500 to 999 employees).

That puts it in the bottom 10% for pay parity — closer to an equal median than 5% of the 9,656 employers who reported for 2025/26. See the pay gap league table.

Within specialised construction activities it is in the bottom 10% of 134 sector employers who reported.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 53 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 126 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 554 employers 0.0% to 2.5%: 1,894 employers 2.5% to 5.0%: 835 employers 5.0% to 7.5%: 698 employers 7.5% to 10.0%: 599 employers 10.0% to 12.5%: 579 employers 12.5% to 15.0%: 527 employers 15.0% to 17.5%: 487 employers 17.5% to 20.0%: 438 employers 20.0% to 22.5%: 389 employers 22.5% to 25.0%: 357 employers 25.0% to 27.5%: 302 employers 27.5% to 30.0%: 253 employers 30.0% to 32.5%: 197 employers 32.5% to 35.0%: 159 employers 35.0% to 37.5%: 131 employers 37.5% to 40.0%: 489 employers -20% -10% 0 +10% +20% +30% +40% ← women paid more men paid more → this company

All 9,656 reporting employers for 2025/26 by median gap. 0 is equal pay; bars right of it are employers where men's median pay is higher, bars left of it where women's is.

0 +20% +40% +60% +80% +100% 2017/18 2018/19 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 46.6% 2018/19: 45.7% 2020/21: 47.5% 2021/22: 48% 2022/23: 46.9% 2023/24: 38.9% 2024/25: 39.1% 2025/26: 36.8% Median gap 2017/18: 42% 2018/19: 40.8% 2020/21: 41.9% 2021/22: 40.3% 2022/23: 39.8% 2023/24: 36.7% 2024/25: 37.02% 2025/26: 34.3% Mean gap 2017/18: 66.3% 2018/19: 74% 2020/21: 62% 2021/22: 77.1% 2022/23: 84.3% 2023/24: 91% 2024/25: 76.7% 2025/26: 81.2% Median bonus gap

The gap has narrowed since the 46.6% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 36.8% 34.3% 81.2% 4% 56%
2024/25 39.1% 37.02% 76.7% 3% 60%
2023/24 38.9% 36.7% 91% 3% 63%
2022/23 46.9% 39.8% 84.3% 3% 62%
2021/22 48% 40.3% 77.1% 3% 62%
2020/21 47.5% 41.9% 62% — —
2018/19 45.7% 40.8% 74% 2% 59%
2017/18 46.6% 42% 66.3% 1% 59%

Reported by the employer under the gender pay gap regulations — full report on the official service. Contains public sector information licensed under the Open Government Licence v3.0.