CompaniesInTheUK

DONALDSON TIMBER ENGINEERING LIMITED

Company number SC099182 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 3.2% higher than men's (250 to 499 employees).

That puts it around the middle of the pack for pay parity — closer to an equal median than 71% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

-20.0% to -17.5%: 122 employers -17.5% to -15.0%: 40 employers -15.0% to -12.5%: 52 employers -12.5% to -10.0%: 82 employers -10.0% to -7.5%: 95 employers -7.5% to -5.0%: 125 employers -5.0% to -2.5%: 250 employers -2.5% to 0.0%: 553 employers 0.0% to 2.5%: 1,886 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%: 578 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%: 388 employers 22.5% to 25.0%: 356 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 9,642 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.

-1750% -1500% -1250% -1000% -750% -500% -250% 0 +250% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: -10.3% 2018/19: -15.3% 2019/20: -134% 2020/21: -14.2% 2021/22: -13.9% 2022/23: 5.6% 2023/24: -7.3% 2024/25: 3.8% 2025/26: -3.2% Median gap 2017/18: 5.7% 2018/19: -3.3% 2019/20: -54.2% 2020/21: -4.9% 2021/22: -4.9% 2022/23: 6.35% 2023/24: 1.59% 2024/25: 3.22% 2025/26: -0.54% Mean gap 2017/18: 41.8% 2018/19: -1629.3% 2019/20: -393.5% 2020/21: -499% 2021/22: -831% 2022/23: -353% 2023/24: -197.3% Median bonus gap

The gap has narrowed since the -10.3% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -3.2% -0.54% — 11.8% 13.6%
2024/25 3.8% 3.22% — 12.3% 15.9%
2023/24 -7.3% 1.59% -197.3% 11.1% 12.2%
2022/23 5.6% 6.35% -353% 10.9% 22%
2021/22 -13.9% -4.9% -831% 14.9% 6.8%
2020/21 -14.2% -4.9% -499% 15% 7.6%
2019/20 -134% -54.2% -393.5% 23.4% 2.1%
2018/19 -15.3% -3.3% -1629.3% 17.6% 9.4%
2017/18 -10.3% 5.7% 41.8% 10% 11.2%

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.