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Gender Pay Gap Reporting

Gender Pay Gap Reporting – April 2026

Opening Statement

At Duncan and Todd, we are committed to creating an inclusive, supportive and collaborative culture, one where our people feel valued, respected and empowered to grow. We believe in developing a high-performing team where everyone has the opportunity to build a meaningful career, regardless of gender.

What is the Gender Pay Gap?

The gender pay gap is a measure of the difference between the average earnings of men and women across an organisation, including across different levels of seniority and roles.

It is different from equal pay, which relates to the legal requirement to pay men and women equally for doing the same or equivalent work. Equal pay has been a legal standard since 1970 and remains a fundamental principle we fully uphold.

Addressing the Gender Pay Gap

Leadership Development
We believe in supporting our people to grow. Through targeted investment in leadership development, including our Managers’ Essential Skills programme, we are building the confidence and capability of our teams.

Women represent over 73% of participants in this programme, reflecting both our strong female workforce and our commitment to supporting their progression into leadership roles.

Recruitment Practices
Creating a fair and inclusive environment starts from the very first interaction. We are committed to ensuring our recruitment processes are open, welcoming and free from bias.

We continue to strengthen our approach by:

  • Promoting gender-balanced shortlists
  • Developing inclusive job adverts
  • Ensuring diverse interview panels
  • Providing unconscious bias training for hiring managers 

Over the past year, more than 80% of new joiners have been female. Many of these roles sit outside bonus structures and at earlier career stages, which can influence our gender pay gap in the short term.

However, we are confident that our evolving learning and development programmes, alongside a new graded pay structure launching in August 2026, will create clearer pathways for progression for all colleagues.

Graded Pay Structure
Our new graded pay framework will bring greater clarity and consistency to how we hire, reward and develop our people across all retail roles.

It will:

  • Define clear career pathways
  • Support fair and transparent progression
  • Enable better succession planning
  • Strengthen our understanding of diversity across the business 

We believe this structure will support all colleagues, particularly women, in recognising and achieving their career ambitions.

Flexible Working
We understand that life extends beyond work. That’s why we are proud to offer a flexible and family-friendly working environment, helping our colleagues balance their personal and professional commitments.

Today, 49% of our workforce benefit from flexible working arrangements, with 90% of those being women. This reflects our commitment to supporting different needs and enabling everyone to thrive.

 

Gender Pay Gap Report – Duncan and Todd Limited (Snapshot Date: 05 April 2025)

Under the Duncan and Todd Group, we have one legal entity in the UK with at least 250 employees: Duncan and Todd Limited. As a result we are required to report for our DTL entity only. 

Under the regulations we are required to report our gender pay gap data as outlined in the below table for year-end April 2025. 

                                     Median                      Mean

Gender Pay Gap           31%                           15%

Gender Bonus Gap      17%                            54%

 

Proportion of men and women receiving a bonus payment

Male                  Female

74%                     74%

Proportion of men and women in each quartile band

Quartile             Male          Female

Upper                  22%              78%

Upper Middle      20%              80%

Lower Middle      14%              86%

Lower                   6%               94%

 

Definitions:

Mean (average) pay gap:

The mean pay gap is calculated by adding up all pay for men and dividing by the number of men and doing the same for women. The difference between these two averages is the mean gender pay gap.

  • This measure is influenced by very high or very low earners.
  • It gives an overall picture of pay across the Company.

Median (middle) pay gap:

The median pay gap looks at the middle point in the range of pay for men and women.

  • If all employees were lined up from lowest to highest paid, the median is the person in the middle.
  • The median gap compares the middle-paid man with the middle-paid woman.
  • This measure is less affected by extreme salaries and often reflects the typical experience more clearly.

Pay quartiles:

Pay quartiles show how men and women are distributed across different pay levels. Employees are sorted by pay and split into four equal-sized groups:

  1. Lower quartile (lowest paid 25%)
  2. Lower middle quartile
  3. Upper middle quartile
  4. Upper quartile (highest paid 25%)

We then show the percentage of men and women in each group.

  • This helps illustrate whether men or women are more concentrated in higher- or lower-paid roles.
  • It provides insight into career progression and representation at different levels of the Company.

 In summary

Together, the mean and median pay gaps, along with pay quartiles, give a balanced view of pay differences and workforce structure. They help identify where differences exist and inform actions to improve fairness and representation across all levels.

Closing Statement

We know there is more to do, and we remain focused on making meaningful progress.

Achieving gender balance takes time, but we believe we are moving in the right direction. With the steps we are taking today, we are building a stronger, more inclusive future - one where everyone has the opportunity to succeed.