CompaniesInTheUK

TURNER BIANCA PLC

Company number 00473824 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 31% higher than men's (250 to 499 employees).

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

Within wholesale trade, except of motor vehicles and motorcycles it is in the bottom 10% of 361 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.

-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: -61.4% 2018/19: -53.9% 2019/20: -48% 2020/21: -27.2% 2021/22: -38.9% 2022/23: -39.4% 2023/24: -45.9% 2024/25: -37% 2025/26: -31% Median gap 2017/18: -12% 2018/19: -19.5% 2019/20: -20.6% 2020/21: -5.2% 2021/22: -15.7% 2022/23: -15.8% 2023/24: -23.6% 2024/25: -22.4% 2025/26: -18.1% Mean gap 2017/18: -26.5% 2018/19: -30% 2019/20: -46.2% 2021/22: -12.8% 2022/23: 66.7% 2023/24: 0% 2024/25: -20% 2025/26: -100% Median bonus gap

The gap has narrowed since the -61.4% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 -31% -18.1% -100% 70.6% 23.5%
2024/25 -37% -22.4% -20% 71% 21%
2023/24 -45.9% -23.6% 0% 70% 14.8%
2022/23 -39.4% -15.8% 66.7% 61.9% 19%
2021/22 -38.9% -15.7% -12.8% 70.1% 20.6%
2020/21 -27.2% -5.2% — 62.5% 32.3%
2019/20 -48% -20.6% -46.2% 70.3% 20.3%
2018/19 -53.9% -19.5% -30% 67.6% 17.6%
2017/18 -61.4% -12% -26.5% 69.6% 18.8%

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.