CompaniesInTheUK

WILLMOTT DIXON CONSTRUCTION LIMITED

Company number 00768173 ·

Active

Gender pay gap

In the 2025/26 reporting year, women's median hourly pay here was 31.7% lower than men's (1000 to 4999 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 construction of buildings it is in the bottom quarter 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%: 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 +10% +20% +30% +40% +50% +60% 2017/18 2018/19 2019/20 2020/21 2021/22 2022/23 2023/24 2024/25 2025/26 2017/18: 43.5% 2018/19: 42.9% 2019/20: 42.1% 2020/21: 28.8% 2021/22: 35.7% 2022/23: 35.9% 2023/24: 34.7% 2024/25: 33% 2025/26: 31.7% Median gap 2017/18: 35.5% 2018/19: 36.2% 2019/20: 35.4% 2020/21: 25.9% 2021/22: 31.7% 2022/23: 29.9% 2023/24: 28.7% 2024/25: 27.6% 2025/26: 26.3% Mean gap 2017/18: 48.2% 2018/19: 51.4% 2019/20: 47.7% 2020/21: 49.1% 2021/22: 46.7% 2022/23: 46.3% 2023/24: 45.9% 2024/25: 37.8% 2025/26: 42.5% Median bonus gap

The gap has narrowed since the 43.5% reported for 2017/18.

YearMedian gapMean gapBonus gap Women in top pay quartileWomen in lowest
2025/26 31.7% 26.3% 42.5% 9.2% 50%
2024/25 33% 27.6% 37.8% 10.4% 52.2%
2023/24 34.7% 28.7% 45.9% 9.5% 52.3%
2022/23 35.9% 29.9% 46.3% 8.6% 50.9%
2021/22 35.7% 31.7% 46.7% 6.6% 48.6%
2020/21 28.8% 25.9% 49.1% 5.7% 36.4%
2019/20 42.1% 35.4% 47.7% 6.5% 49.1%
2018/19 42.9% 36.2% 51.4% 5% 46.2%
2017/18 43.5% 35.5% 48.2% 4.7% 42.5%

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.