CompaniesInTheUK

TILBURY DOUGLAS CONSTRUCTION LIMITED

Company number 00303359 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 22.5% lower than men's (1000 to 4999 employees).

That puts it in the bottom quarter for pay parity — closer to an equal median than 20% of the 9,642 employers who reported for 2025/26. See the pay gap league table.

Within construction of buildings it is around the middle of the pack of 104 sector employers who reported.

-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.

-125% -100% -75% -50% -25% 0 +25% +50% +75% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 29.7% 2018/19: 32% 2019/20: 32.6% 2020/21: 31% 2021/22: 27.3% 2022/23: 27.8% 2023/24: 27.5% 2024/25: 23% 2025/26: 22.5% Median gap 2017/18: 30.3% 2018/19: 33.3% 2019/20: 35.6% 2020/21: 32.1% 2021/22: 29.9% 2022/23: 29.5% 2023/24: 29.4% 2024/25: 26.8% 2025/26: 24.6% Mean gap 2017/18: 54.5% 2018/19: -115.8% 2019/20: 68.6% 2020/21: 73.4% 2021/22: 70.6% 2022/23: 63.6% 2023/24: 56.5% 2024/25: 59.4% 2025/26: 53.6% Median bonus gap

The gap has narrowed since the 29.7% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 22.5% 24.6% 53.6% 8.8% 31.7%
2024/25 23% 26.8% 59.4% 7.3% 28.9%
2023/24 27.5% 29.4% 56.5% 8.4% 36.1%
2022/23 27.8% 29.5% 63.6% 7.2% 30.8%
2021/22 27.3% 29.9% 70.6% 7.5% 28.8%
2020/21 31% 32.1% 73.4% 6.8% 33.1%
2019/20 32.6% 35.6% 68.6% 5% 35.3%
2018/19 32% 33.3% -115.8% 4.6% 26.3%
2017/18 29.7% 30.3% 54.5% 4% 27.6%

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.